People often learn how to do their jobs through work-based learning or by trying different approaches to see what works and what doesn’t. This blended learning post explains how you can use learning data to reinforce efficient work-based learning in your organization.
3 Steps to Support Work Based Learning
Depending on the nature of the job, data about work-based learning is usually tracked best by recording work tasks and exploring how they change over time and in relation to job performance.
Keep in mind that tracking work-based learning is most effective when many people are in the same role. Conversely, following the work activity of an individual with a unique job role is likely to be cost-prohibitive. Use the following steps to get started.
1) Use data to identify and share the best approaches.
Data about job performance and results can help you identify which people are the most and least effective in a particular job role. Depending on the sample size, you can either directly observe the best and worst performers or collect data about their actions—such as completed training, sales, etc.
By comparing what the best and worst performers do differently, you can better determine what good job performance looks like for that role. You also can identify the people who aren’t completing their jobs, and base formal learning programs around what you know leads to good results.
2) Use data to map competencies to job roles.
Many organizations map out the competencies required for typical job roles. Unfortunately, these maps are often based on subjective opinions and require a lot of effort to create and maintain.
However, if you tag work tasks with competencies and rank people for competencies during observations, you can determine which people are strong or weak in certain competencies. You can then cross-reference this information with data about how successful people are in their jobs to identify which competencies are the most important for success in each role.
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3) Offer formal learning to complement informal learning.
After you identify how people are learning on the job, you can provide tailored support materials and formal learning resources to enhance their performance as needed. This approach also helps ensure that informal and formal learning experiences will better complement one another.
Additionally, learners will be more likely to pay attention to the learning materials if they have an immediate need for the learning. They’ll also be able to learn faster now that they have a clearer understanding of their job expectations.
Up Next: Supporting Self-Directed Learning
We hope you’ve been enjoying our series on Blended Learning. In our next post, we’ll explain how to track and support self-directed learning in your organization.
About the author
As a co-author of xAPI, Andrew has been instrumental in revolutionizing the way we approach data-driven learning design. With his extensive background in instructional design and development, he’s an expert in crafting engaging learning experiences and a master at building robust learning platforms in both corporate and academic environments. Andrew’s journey began with a simple belief: learning should be meaningful, measurable, and, most importantly, enjoyable. This belief has led him to work with some of the industry’s most innovative organizations and thought leaders, helping them unlock the true potential of their learning strategies. Andrew has also shared his insights at conferences and workshops across the globe, empowering others to harness the power of data in their own learning initiatives.
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