Accordingly, the respective format must always be aligned with the planned knowledge transfer. Despite this detailed planning, no learning measure stands alone at the end of a learning strategy. Just as the types of knowledge sometimes blur and have points of overlap, the same applies to the learning concepts that are developed.
The interaction of learning concepts
As mentioned above, many people attend training courses to build or expand their experiential knowledge. In many cases, however, today's training courses still focus primarily on imparting theoretical knowledge. However, it does not always take that many people to impart theoretical knowledge. Many people want to learn at their own pace. What does this ultimately mean? A classic blended learning approach is a good choice. Theoretical knowledge is imparted in advance in an e-learning course bahrain consumer email list and experiential knowledge is the focus on the training day. This is the best way to meet the needs of employees. In the end, this improves the learning experience and ensures that valuable learning time is not wasted.
The days of slide and video series and days of training - whether online or offline - are over. This is not effective, not sustainable and, above all, not economical. Many companies offer their employees a huge catalog of learning courses, which seems great at first glance. But how do you check which training really suits the individual and, above all, how sustainable the training is?
Let's assume that an employee is supposed to learn a new software application. The training lasts five days in a row, after which she can take an exam and receive a certificate. It's nice that the employee has a certificate and has learned the technology theoretically. But does she really master the new technology? The keyword is bulimic learning: how sustainable is the knowledge acquired in such a short time? What happens if the employee cannot apply the new knowledge straight away?
The Future of Learning – What Needs to Change
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