Originally posted to eBridge, 3 February 2013
Some initial thoughts that are springing to mind for my
professional context centre around the role of online support for achieving real
workplace learning outcomes. Robert Brinkerhoff's (2013) session at the Learning
Technologies conference
brought up the issue of workplace training initiatives being dependent for their
return on the (usually) small portion of the workforce who truly take on board
and apply what they learn on a training course. Traditional views have tended to
centre on evaluation of the training 'event', but really it is the working
environment that determines actual behavioural change.
We are currently introducing a Performance and Talent
Management approach at my workplace, which is being met with mixed feelings
amongst employees. Whilst most people will agree that 'it's a nice idea in
principle', there is a general consensus that the real success hinges on the
relationship, or psychological contract, between performer and manager. My
suggestion to a group of face-to-face trainees was to provide online support
using Yammer. Allowing employees to collaborate across organisational boundaries
should hopefully yield positive results, and give the organisation a way of
tapping into the 'unrealised value' of training.
References:
- Brinkerhoff, R. (2013). From cost-centre to 'must-have': making L&D matter. [video online] Available at: <https://www.annotag.tv/learningtechnologies/play/18184> [Accessed March 2013]
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