Social Learning
Social Learning
Social Media as Social Learning:
Social learning is defined in this article as learning with and from others, using social media tools to learn informally. Today’s technology allows us to share information, find new resources, and access knowledge from people regardless of time or location. These tools help us to facilitate our natural desire to learn and collaborate (Allen and Ellis, 2011). Businesses are realizing that to stay competitive, they need to reach outside of the company norms, to obtain the training and knowledge that they seek for their employees. The article discusses new paradigms that measure the competency metrics of the how and how much an employee absorbs from the technology and resources that they use. With the industries changing rapidly, the rate that knowledge is needed to be applied to their jobs fits the old adage of,” I needed it yesterday.” This new form of absorption training is changing the composition of the workforce and the future productivity of its workers. This article lists many pros and cons in the debate of allowing social media to be implemented in the workplace. In the end it is ultimately up to each business and how they monitor and evaluate their employee’s progress and training. This technology is still being studied, but it is not foolproof against theft of time.
What Will It Mean?
The rise of this type of interactive training and development can and will be beneficial to the HRM and HRD fields. This type of access to instant information engages the employees immediately and allows for zero time response limits. The employees have access to anything and everything that they need to do their jobs to their fullest potential. The implications to the HR fields will be in getting the access to the employees in a safe and secure process that will not harm the company.
This push towards freedom of information could possible lead to the dissolving of one or both of these departments. These
Social Media as Social Learning:
Social learning is defined in this article as learning with and from others, using social media tools to learn informally. Today’s technology allows us to share information, find new resources, and access knowledge from people regardless of time or location. These tools help us to facilitate our natural desire to learn and collaborate (Allen and Ellis, 2011). Businesses are realizing that to stay competitive, they need to reach outside of the company norms, to obtain the training and knowledge that they seek for their employees. The article discusses new paradigms that measure the competency metrics of the how and how much an employee absorbs from the technology and resources that they use. With the industries changing rapidly, the rate that knowledge is needed to be applied to their jobs fits the old adage of,” I needed it yesterday.” This new form of absorption training is changing the composition of the workforce and the future productivity of its workers. This article lists many pros and cons in the debate of allowing social media to be implemented in the workplace. In the end it is ultimately up to each business and how they monitor and evaluate their employee’s progress and training. This technology is still being studied, but it is not foolproof against theft of time.
What Will It Mean?
The rise of this type of interactive training and development can and will be beneficial to the HRM and HRD fields. This type of access to instant information engages the employees immediately and allows for zero time response limits. The employees have access to anything and everything that they need to do their jobs to their fullest potential. The implications to the HR fields will be in getting the access to the employees in a safe and secure process that will not harm the company.
This push towards freedom of information could possible lead to the dissolving of one or both of these departments. These