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. In this Distributed Learning post, we’ll explain how you can use learning data to reinforce efficient work-based learning in your organization.
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.
3 Steps to Support Work-Based Learning
Keep in mind, tracking work-based learning is most effective when there’s a large number of people in the same role. Conversely, tracking 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 size of your sample, 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 common job roles. These maps, which are often based on subjective opinion, 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. This information can then be cross-referenced with data about how successful people are in their jobs to identify which competencies are the most important for success in each role.
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 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 Distributed Learning. In our next post, we’ll explain how to track and support self-directed learning in your organization.
Learning Evaluation Made Easy
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