Developing Employees Who Love To Learn

Why did I choose this resource?                                                                                     

I chose this resource to gain knowledge about incorporating learning into the workplace.

What did you learn from it?

I learned how important workplace learning is and many different ways of applying. I also learned the issues to address and steps to take when implementing it.  

Key Knowledge

• The Importance of Learning
  • Higher productivity and quality
    • Competitive advantage
  • Increased innovation
  • Open communication
  • Amplified employee attraction and retention
  • More motivated employees
• Characteristics of Learning in the Workplace
  • Learning managed by the employee
  • Knowledge of one’s learning style, values, beliefs, and interests
  • Immediate learning when and where it is needed
  • Solutions are not always known, experimentation used to solve a problem
  • Many approaches to learning
  • Unlearning (What was done wrong.)
  • Learning and working go hand in hand
• Workplace Learning Issues
  • Stages of Learning
    • Stage 1 learners – unsure of their skills and need direction
    • Stage 2 learners – not aware of what is important, but is self directed
    • Stage 3 learners – understands their skills and have direction, but need help refining goals and finding new methods of learning
    • Stage 4 learners – can plan, execute, and evaluate their own learning
  • Context for Learning
    • Formal – classroom, teacher
    • Semiformal – conference room, group discussion lead by a facilitator
    • Nonformal – planned but lead by the learners
    • Informal – life experiences; experience, reflect, and recognize
  • Styles of Learning
    • The activist – open-minded, eager
    • The pragmatist – problem solver
    • The theorist – logical, analytical
    • The reflector – cautious, observant
  • Outcomes of Learning
    • Cognitive / Knowledge – understanding
    • Attitude / Values – perception
    • Skill development – abilities
    • Aspiration – goals
• Designing / Implementing a Learning System
  • Exploration
  • Envisioning
  • Planning
  • Incubation and Development
  • Implementation and Improvement
• Developing Self-Knowledge and Interest in Learning
  • The Myers-Briggs Type Indicator
  • Maslow’s hierarchy of needs
  • Herzberg’s satisfiers and demotivators
  • Core value chart
  • Current skills inventory
  • 360-degree feedback process
  • Personal development plan
• Individual Learning
  • Learning log / Journal
  • Job shadowing
  • Books / Audio tapes
  • Self-study workbook
  • Individual research projects
  • Preparing public presentations
  • Membership in organizations
  • Attendance at conferences
  • College-credit classes (In class or on the internet)
• One-on-One Learning
  • Mentoring program – at least once a month – strategy
  • Coaching session – one time or ongoing – specific task or skill
    • Advisor or peer
• Group Learning
  • Classroom
  • Learning network
  • Storyboarding
• Integrating Learning with Work
  • Encourage and enable the team to learn through their daily activities
  • Team projects
  • Open book management meeting
  • Mistakes

How are you using what you learned?

I am using what I learned to create a plan of the best ways to evaluate a person’s learning stage and with that information, how best to incorporate learning into our company.

Key Changes / Key Actions

• Create/Obtain a test for evaluating the learning stage.
• Research details of available learning tools and programs

Source

• summary.com: Developing Employees Who Love to Learn