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Created with Fabric.js 1.4.5 Job Aid - Creating the ideal L&D Function IndividualLevel OrganizationLevel Group Level Self-Reflection: Self-Reflection is the way to remove inner road-blocks, to first become aware of the things that really holding me back and then tackle them by finding a solution.User: all employeesSteps: • Get into the right state and environment; • Ask the right question; • Be 100% truthful; • Attain clarity: analyze the situation by writing and coming to a solution; •Make a decision and commit to it; 1.Learning Community• Online learning community Learners meet other learners on the online platform (i.e. Blog) • Peer-to-peer learning Some of the learning in organization happens through interaction of users with each other (e.g. collaboration, mutual feedback) • Gamification Game mechanics are used to incentivize learning progress (e.g. game-based learning in a group)User: L&D leadersSteps:•Establish Operating Norms – the ground rules make specific the abstract core values of facilitation and group effectiveness. (Schwarz, 2002, pp. 9). •Foster an Environment of Trust - Build trust by explicitly and collaboratively defining the common values and behavior that will contribute to achieving the shared goals of the group.•Create a Buddy System. By creating a "buddy system" whereby pairs or groups of learners are responsible for joint participation and contribution and keeps people engaged.2. Think-pair-shareThink-pair-share (TPS) is a collaborative learning strategy in which learners work together to solve a problem or answer a question about an assigned reading. Users: employeesSteps:•Think individually about a topic or answer to a question;•Share ideas with partner. •Discussing an answer with a partner serves to maximize participation, focus attention and engage students in comprehending the reading material 1.The alignment of L&D expectations with outcomes The expectations of L&D need to be clearly identified and aligned with organizational vision. Also, L&D outcomes should be evaluated based on the expectations identified. For the alignment, employees can be encouraged to participate in the decision-making process. Users: All employeesQuestions to ask:•What is shared vision of our organization?•What are the goal and objectives of L&D in our organization? •What outcomes of L&D does our organization expect to obtain?•What methods are appropriate to evaluate L&D outcomes?2.Knowledge sharingFor learning at the organizational level, facilitate collective learning by helping employees share their knowledge. Users: L & D leadersSteps:•Build two-way communication systems: [Example] Suggestion systems, Bulletin boards, Open meeting, or SNS (Twitter/Facebook)•Create database that captures individuals’ knowledge and lessons learned: [Example] Intranet for knowledge sharing, Blogs, or Wikis 3. Supportive leadershipTop management, executives, and managers should support employees’ L&D.Users: employeesSteps:•Embrace employees’ needs for L&D and create learning opportunities and training programs.•Share information about the organization and changes in the organizational environment with employees.•Coach and mentor employees.•Search for opportunities to learn for themselves.•Create a safe environment to learn based on trust and mutual respect.4.Organizational Policies Users: EmployeesSteps:•Recognize people who take initiatives for L&D.•Rewards people who are engaged in L&D for themselves and for the organization. Moonju Sung, Xumei Sun, Yue Yu, Wenying Zeng
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