“For training programs to be effective, companies must use the right methods and medium for their training sessions and their audience. Given the popularity of social media, it only seems logical to explore how social media tools can have a positive impact on the learning experience. (…)
“There will always be some kinds of training that must be done in a classroom setting because of the requirements of the training or skill mastery demands,” Bingham explains. “Examples include certification, compliance, and deep learning -– this is happening in the classroom.” (…)
Bingham says it’s possible to calculate the return on social learning, but it’s not the traditional return-on-investment (ROI) formula: “It requires alignment to what’s important to the organization, and often that includes retaining institutional knowledge, solving complex problems collaboratively and attracting people to your organization.
Organizations have to gain an understanding of how a new generation of workers likes to learn, how they use technology and their preferred means of communication. This will be essential in creating training curriculum, development programs and succession plans. (…)
Business leaders need to realize that employees are already using social tools -– whether it’s approved or not. Instead of prohibiting the use of social media, savvy business leaders should harness its power to drive business results. Bingham notes, “It’s important to make the distinction between a management problem and a technology problem. Most often, problems that occur with the use of social media are management problems.” (…)
“Organizations should have an intellectual property policy in place that outlines clear expectations -– and consequences for inappropriate activity. This policy should consider the multitude of possibilities for the use of an organization’s intellectual property.”
Je vous recommande de lire l’article entier, il est complet et extrêmement pertinent.