Designing Learning Experiences for the Hybrid Workplace
In response to the COVID-19 pandemic, many organisations have adopted a hybrid workplace model that blends remote and in-person work. Designing learning experiences for the hybrid workplace is now crucial for organisations to ensure that their employees are motivated, effective, and up-to-date with the latest skills and knowledge. In this article, we’ll look at some of the most important techniques for creating engaging learning environments for the hybrid workplace.
Blended Learning
Blended learning is a strategy that mixes online learning with traditional face-to-face training. It can be used in the hybrid workplace to combine online and in-person learning opportunities. Organisations can use online learning platforms to distribute resources like assessments and pre-workshop materials, for instance. Live workshops can be used to facilitate discussions, teamwork exercises, and practical training. Organisations may create a more adaptable and accessible learning environment that satisfies the needs of both remote and in-person employees by integrating in-person and remote learning activities.
Mobile Learning
Mobile learning is the delivery of learning content accessible on mobile devices like smartphones and tablets. Since employees may be working from several places in a hybrid workplace, mobile learning can be especially successful. Bite-sized learning modules that are simple to consume and can be finished in short bursts of time can also be delivered through mobile learning.
Social Learning
Social learning focuses on learning through social interactions such as conversations, group projects, and peer review. Social learning can be very successful in the hybrid workplace, where workers may work from different places and have limited possibilities for face-to-face connection. Social media platforms, online discussion boards, and other teamwork tools can all support social learning.
Personalised Learning
Personalising learning is when experiences are selected or modified to suit each learner’s needs and preferences is known. Personalised learning can be utilised in the hybrid workplace to give employees learning opportunities that are pertinent to their lives and meaningful to them. Adaptive learning technology, learning analytics, and other data-driven methods can support personalised learning.
Conclusion
A deliberate and adaptable approach are essential for creating effective learning opportunities for the hybrid workplace. Organisations can design learning experiences that are accessible, interesting, and relevant to employees working in various locations by utilising blended learning, mobile learning, social learning, and personalised learning. Making ensuring that the learning experiences are created with the requirements of the hybrid workplace, such as the need for flexibility, accessibility, and collaboration, is crucial.
References:
Finger, G., & Jamieson-Proctor, R. (2016). Mobile learning: Transforming the delivery of education and training. Springer.
Garrison, D. R., & Kanuka, H. (2004). Blended learning: Uncovering its transformative potential in higher education. The Internet and Higher Education, 7(2), 95-105.
Siemens, G., & Long, P. (2011). Penetrating the fog: Analytics in learning and education. EDUCAUSE Review, 46(5), 30-32.
Vaughan, N., Cleveland-Innes, M., & Garrison, D. R. (2013). Teaching in blended learning environments: Creating and sustaining communities of inquiry. Athabasca University Press.