LEARNING PERFORM IN AN ORGANIZATION

Learning Practice in an Organization

Learning Practice in an Organization

Introduction

In this paper, I will examine a learning practice or solution delivered by Princeton Center for Education to its client, International Flavors & Fragrances Inc (IFF). I will examine the learning dimensions in reference to this solution spanning from the theoretical approach to curriculum design. Secondly, I will examine the learning experiences of the learner and the role of the instructor as well as including the views of key stakeholders who were part of the process. Then, I will review alternate options of learning solutions that can be deployed. Finally I will examine how an ideal learning practice can be derived from the above models and way to measure success.

Description of the learning practice

The paper as mentioned earlier, examines a specific rapid content development tool and learning solution implemented at IFF. This tool offers blended learning solutions tailored to the specific needs of the client. One of their focus areas is to streamline the on boarding process and train employees on the job by giving specific work instruction. This tool brings all this consolidated information into one single source to smoothly onboard new employees. The tool consists of information on 2 major areas; 1) the Standard Operating Procedures (SOPs) dealing with the company's processes and policies aimed at improving operational effectiveness and 2) Work Instruction which focuses on giving specific instructions on how employees can meet competencies and continually improve their performance. In the next section, I will examine the theoretical and curriculum assumptions that are integrated into one aspect of the learning solution delivered by the tool, namely, how the tool trains employees on work instructions.

Working of the tool

Subject Matter Experts work directly in Word templates and the system literally has a control panel for spinning the source Word documents into different forms of knowledge assets like lesson plans, checklists, student guides, job aides, quizzes and tests.

These knowledge assets are used to measure learning transference and in this context employees are observed as to whether they are performing as per the work instructions. This tool with all its training and work instruction is made available to the employees from day one of their jobs throughout their career with the company; usually they are introduced to the tool by their supervisors or human resources if appropriate. In a nut shell the tool enables the employees to get their hands on what they need, when and where they need it. Since this learning solution is used more in the process industries, the output was measured in more quantitative measures like reduction in errors, wastage or cost to name a few.

Objective of learning experience

The overall objective is to introduce work embedded learning by tying training to actual job done. IFF was looking for a tool to automatically generate multiple blended training and performance support materials that will aid in training employees on the job with significant return on investment. This software should further fit their learning needs, objectives and ...