Blended learning is getting more and more popular. What is the root cause? In the final analysis, it comes from the changeable, uncertain, complex and fuzzy world in which we live. When many enterprises make learning plans and design learning systems according to their strategies, five years is too long, and 10 years is even more unrealistic, because enterprise strategies are likely to change within three years. Therefore, complex and sophisticated learning systems are often not as flexible as blended learning projects. It's like refueling in a F 1 car. You must run very fast and replenish your energy. Used in enterprise learning, it is to use the most efficient way to make employees learn faster than others, so as to have the competitiveness different from competitors, the ability to complete a task quickly and efficiently, and the higher output per unit time.
At this point, our enterprise has great potential to tap, and a little training will produce more output.
However, the traditional mode of class and class is not ideal. This requires us to find more methods instead of using a single training method. This is why blended learning is so popular in the training industry. More accurately, this is not blended training, but integrated training, which means that enterprises integrate some training contents and methods for a certain performance or efficiency goal, so that the ability of employees can be rapidly improved.
Blended learning, what do we mix? Blended learning project can be seen from three levels: micro-blending: refers to classroom teaching activities, including multimedia, visual teaching AIDS, interactive discussion, video materials, various experience discussions and case sharing; Middle-level mixing: it is to mix classes, on-the-job counseling, self-study and counseling in one training project; Macro-blending: refers to an organization's learning strategy, such as leadership development, which may use e-learning, courses, learning maps and succession planning. This is a mixture of different levels. We usually talk about the mixture at the meso level.
Enterprise learning, as shown in the system diagram, is a method advocated in recent years to establish a training system in enterprises. We have a hierarchical framework in mind first, and then do some blended learning projects in the most critical positions and the most performance-oriented positions. This project is relatively perfect and can be relatively solidified within a certain period of time (such as three to five years). Then several projects are accumulated together. If these training projects are done at different levels, the training system of this position will be formed inadvertently. It's like a container house, relatively flexible.
For example, we want to do a leadership project, which can be divided into new employees, new supervisors, new managers and new directors. We have such a hierarchical structure in mind, but it is different from the waterfall development model of large enterprises, and all the contents are developed at one time; Instead, at each level, do some projects around their current abilities to improve them. When these projects are completed, they will undertake each other. For example, only those who have participated in this project can be promoted. These projects can be combined into a good leadership training system. This is what we call the project precipitation system.
Let's look at a case. The picture shows the grading training system of a bank. At the supervisor/reserve cadre level, students participating in standard management training must have these standard job skills before they can become supervisors; The middle level is the management of provincial branches, mainly through some evaluations to obtain their management shortcomings, so as to customize and integrate training programs in a targeted manner. We focus on the design of branch department manager level.
This project integrates many learning methods. When looking for team shortcomings, pre-evaluation methods are mainly used: 360 evaluation, no leading group, in-depth visit by management and historical performance analysis. Then choose theme 1 to theme 5, and each province may have different theme modules due to different short boards. Then under these five modules, what kind of courses to choose, what kind of action learning projects to do, tutor counseling, experiential training, e-learning projects. After 6 months, post-evaluation, final exam and summary report will be conducted. Of course, this is only a very classic training structure for middle-level management cadres. But I took this project out to tell you: this structure is particularly applicable and well used, and its performance in this bank is particularly good.
When another bank used it, the result was not satisfactory. Why? Because the first bank in this structure is a large bank, the training of its hierarchical management cadres focuses on talent reserve, and the requirements for talent business performance are not particularly high. Therefore, it takes a long time to fill their shortcomings slowly, and the link of action learning does not emphasize performance, but emphasizes the improvement of their ability in this process. But what about the bank that moved in later? Although their students are also presidents of corresponding levels, the banks are relatively small. Therefore, the president of that level has very high requirements for pioneering business performance. In other words, he is not a reserve cadre and has a heavy performance pressure on his back. Although it took him half a year to train and gradually improve his shortcomings, in the process, as students, they became extremely impatient and showed resistance to the training plan. The implementation of the action learning plan encountered difficulties, and finally achieved certain results, but the effect was not as good as that of the previous banks.
You will see that these two banks train people at the same level, but the training objectives for students are different, which leads to the same design can not be reused. At this time, a very important question arises, that is, what is the design basis of blended learning project? Let's look for it in the design process of mixed learning project.
Five-step design, get the design process of mixed learning project. Mixed learning project:
1, value orientation or enterprise strategy decomposition; 2
Decompose this value or strategy into goals and define it with the pre-application of Koch evaluation;
3. Design the learning process around the training goal, in which single-cycle learning and double-cycle learning should be considered, learning curve should be considered, the application of constructivism learning method should be considered, and hard training and soft training should be studied and assessed in different ways;
4. It is necessary to consider whether all the resources at hand, including time and funds, can be centralized or dispersed, whether there are internal resources and whether it is necessary to purchase externally.
5. Flexible design with limited resources.