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Created with Fabric.js 1.4.5 Job Aid-Creating the ideal L & D function Individual Level Group/ TeamLevel OrganizationLevel Facilitate L&D at the individual level:•Provide training based on various methods by considering different learning styles (e.g. Gamification: Game mechanics are used to incentivize learning progress )•Foster learning from Experience: use individuals’ jobs as good resources for L&D•Encourage 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. Steps: 1. Get into the right state and environment; 2. Ask the right question; 3. Be 100% truthful; 4. Attain clarity: analyze the situation by writing and coming to a solution; 5. Make a decision and commit to it; Foster L&D at the Team/Group level:•Build Learning Communities 1.Online learning community Learners meet other learners on the online platform (i.e. Blog) 2.Peer-to-peer learning 3.Some of the learning in organization happens through interaction of users with each other (e.g. collaboration, mutual feedback)•Team building 1.Establish Operating Norms – the ground rules make specific the abstract core values of facilitation and group effectiveness. (Schwarz, 2002, pp. 9). 2.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. 3.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.•Think-pair-share: Think-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: employees [Steps]: 1.Think individually about a topic or answer to a question; 2.Share ideas with partner. Discussing an answer with a partner serves to maximize participation, focus attention and engage students in comprehending the reading material. Promote L&D at the Organizational level: • Align L&D goal and objectives with evaluation 1.The expectations of L&D need to be clearly identified and aligned with organizational vision. 2. Assess if the L&D goal and objectives are accomplished.3. Employees can be encouraged to participate in setting L&D goal and objectives and in an evaluation process.Questions 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? •Facilitate Knowledge sharing Facilitate collective learning by helping employees share their knowledge. [Steps] 1.Build two-way communication systems: (e. g.) Suggestion systems, Bulletin boards, or SNS 2.Create database that captures individuals’ knowledge and lessons learned (e.g.) Intranet for knowledge sharing, Blogs, or Wikis•Develop Supportive leadership Top management, executives, and managers should support employees’ L&D. [Steps] 1.Embrace employees’ needs for L&D and create learning opportunities and training programs. 2.Coach and mentor employees. 3.Create a safe environment to learn based on trust and mutual respect.•Organizational Policies [steps] 1.Recognize people who take initiatives for L&D. 2.Rewards people who are engaged in L&D for themselves and for the organization. Moonju Sung, Xuemei Sun,Yue Yu, Wenying Zeng
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