作者：Orlando Stephenson 6 年以前
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Many companies are unaware of the benefits of social media to their firm. They may even be unaware of the tools and the platforms available, and the likely ways these when used correctly, can drive profits. The training competency to be adopted at this juncture will focus on performance improvement and show how achievement milestones can be achieved for those employees who are not mindful of the advantages of attending training sessions about social media's impact on their personal development (McElaney, n.d.).
Because the learner at this stage is fully aware that he/she knows how social media is involved in developing the training skills, that learner uses the available activities and tools to make learning more fun and geared toward constant development. Since the skills have been improved, the learner can better manage future learning which achieves long term training objects; completes projects and participates in activities geared for building competence (McElaney, n.d.).
During this stage of skill building, the learner is aware that social media has widespread applications throughout companies, and there is the necessity for making minor steps for mastery of the established competencies, which are accessible from peer observations. With an effort, he/she soon realizes how they can share information in their learning networks so that more value can be created within the pool of knowledge available. This perception is likely to drive active adoption of social media in everyday work (McElaney, n.d.).
This theory holds that the personal experience is an essential part of the learning process and that a learner's understanding of the skills creates meaning, which directs the learner to a change in the function, mindset, and beliefs. It is therefore essential to facilitate a change in the learner's interest structures since social learning concepts and their communities offer a guided path for these learners to apply new approaches to problem-solving and challenging assumptions. (Pappas 2016).
According to Azulay (n.d), the self-directed learning within an organization is individually-powered, self-administered, and is a self-motivated learner. During this learning process, the employee uses available tools such as videotaped information, recordings, books and any other forms of visual as well as auditory and kinesthetic means to increase knowledge and complete designated tasks. This learner is not afraid to utilize the experiences of others as they perform their duties, and through observations and practice, at their own pace, they are able to finish a task satisfactorily.
Touted as the future of learning, this method allows the learners to develop knowledge, skills, and values from direct experiences outside a traditional academic setting. According to Holdings (2014), this method accelerates learning, provides a safe environment for the learner to express him/herself, builds collaboration and learning communities, contributes to a reliable return on the firm's investment, and facilitates personalized learning.
OrGab Training Solutions will show learners of RedBox ROHS Inc., how to integrate social media into learning activities, which addresses employees quest for promoting self development and learning.
This presentation is designed to assist the new and young professionals in their work as they integrate learning into their goals of self-development. They will use experiential learning steps to be involved and take ownership of their learning, so that what is taught during this course has relevance to their everyday visions and is relatable to their experiences.
The benefits of integrating social media into the life of a company are not without its risks. These include: misuse of resources for personal gains, conflicts of interests, time wasting, and the use of the tools to belittle others. As such, a company considers how it and its employees use social media for its business by keeping in mind the following strategies for integration:
