What’s the perfect “blend” for mixed learning in regards to workplace learning?
Which Blended Learning Models Function Best In The Workplace?
There have been many learning models introduced over recent years. These models have some constraints in an organizational context. Despite these constraints, there are two models in particular that appear to offer you the flexibility to accommodate organizational requirements. These are the Self-Blend Model and the Online Driver Model.
Online Driver Model
Some activities are required, although the vast majority of the coursework is completed online. This version provides flexibility for workers distribute over a broad area and saves money and time in comparison with the blended face-to-face class version.
The internet Driver Model does, however, have its own downsides. Some traveling is required, As there is a compulsory facet. There are also. For this model to be prosperous, a company must ensure they are ready to cover the travel costs associated with in-person training and possess the technical capacity and scalability.
The Self-Blend Model is a version that provides flexibility in ways others don’t. The student is free to pick classes they wish to take and has access to further content while instruction is the principal method of shipping. This gives the student access to articles they may not have had and the ability to create a personalized learning program.
The disadvantage to this sort of learning model is that it relies heavily on instruction. Most organizations are not working out of a construction Even though this may be well-suited into the instructional environment. This makes in-person instruction hard and expensive for many businesses.
A Different Approach To Blended Learning Models
It is sometimes hard to apply these within an organizational setting, because most blended learning models have. Labor has increased by nearly 50% in just 5 decades, and this trend will probably continue. Several organizations are also geographically dispersed.
Now may be the time to consider a blended learning model. One that address the challenges blending learning and can accommodate the changing workforce dynamics poses for organizations.
The Social-Flex Model
It attracts from practices that many organizations with a large, geographically-spread workforce usage, Even though the Social-Flex Model isn’t an official blended learning model. It also brings the Self-Blend Model while incorporating learning and some characteristics of the internet Driver Model, consequently introducing a special take on learning within an environment.
There are 4 characteristics which place the Social-Flex Model
Classroom instruction is replaced informal, face-to-face learning and buy online
Learners have access to a virtual support.
Learning is both mastery-based and self-driven.
Social learning is an integral ingredient of the blend.
Formal Classroom Learning Is Replaced By Informal And Online, Face-To-
Face to Face Learning
We consider it as a mixture of online and classroom learning methods As soon as we define blended learning. But in today’s modern workplace, formal classroom-based learning has become less applicable. Instead of the formal training typically found with other learning models, training with the Social-Flex Model is completed completely online.
Within this model, learning is performed through many asynchronous or education methods. This includes eLearning modules calls, and webinars. Learners then have the chance to informally learn during their face connections from supervisors and co-workers.
Learners Have Access To Immediate 1:1 Virtual Assistance
Another characteristic of the Social-Flex Model is that learners have access. Some organizations do so with a group of “support staff” that track an online chat. Other people choose to use a telephone system or a virtual call. Support can come that escalates issues to a person that is live, when required.
The “how” is not important. What matters is that the student has support right when they need it.
Can Be Self-Driven And Mastery-Based
Through the mixed learning experience within this model, the student progress through different phases (e.g., beginner, intermediate, advanced). While the student may have compulsory training(s) for each phase (asynchronous or synchronous), the remainder is self-driven.
The student is given access to multiple online formats to choose from (eLearningvideos, webinars, etc.), and requires an assessment when they’re prepared to advance to another phase. A peer mentor or coach is delegated to work, if they cannot advance.
Social Learning Is An Essential Ingredient Of The Combination
Virtual Interpersonal learning is just another vital characteristic of the Social-Flex Model. Since Bandura first introduced the social learning theory, it’s been a large portion of educational and training applications.
The Social-Flex Model draws on those theories and requires that pupils have enough space to interact and participate with one another. Knowledge sharing and discussion are encouraged, and “communities of practice” are often found in organizations that use this model.
Addressing Workplace Blended Learning Challenges
The Social-Flex Model provides solutions to many workplace learning challenges that are mixed. Learners get advice if something isn’t understood by them and can get the content when needed since support is available. The social aspect implies staff linked and is engaged in a way other models may not, and the content that is flexible considers learners’ particular learning preferences.
By incorporating the best characteristics of blended learning models, and drawing on the social learning theory, informal learning, the Social-Flex Model provides organizations a way to approach learning.
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