All Learning is Self-directed: How Organizations Can Support and Encourage Independent Learning

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American Society for Training and Development, 2000 - Business & Economics - 196 pages
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Build on the idea that organizations and their employees are increasingly comfortable with the idea that learning and skills development are the responsibility of the individual worker. This volume is designed to help organizations and their HR and training groups take maximum advantage of the trend toward an independent, self-directed learner workforce. You'll learn how to develop new organizational and individual employee development strategies to meet workplace challenges.
 

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Contents

ARGUING AGAINST THE MANDATE
92
ACCEDING TO THE MANDATE
93
FINDING THE RIGHT BALANCE
95
NEW ROLES FOR THE TRAINING ORGANIZATION
103
THE NEW TRAINING ORGANIZATION
110
LEARNING ASSIGNMENT
111
ROLE OF TECHNOLOGYBASED TRAINING
113
TECHNOLOGYBASED LEARNING
114

MAKING EMPLOYEES RESPONSIBLE FOR THEIR OWN LEARNING
39
IDENTIFYING YOUR OWN LEARNING NEEDS
40
LEARNING ABOUT THE COMPANY
42
UNDERSTANDING YOUR ROLE IN THE COMPANY
45
UNDERSTANDING CAREER PATHS WITHIN THE COMPANY
47
LEARNING FROM OTHER EMPLOYEES
51
APPLYING LEARNING TO THE EMPLOYEES WORK
53
THE ROLE OF COMPANY LEADERS AND MANAGERS
54
THE MANAGERS ROLE IN INDEPENDENT LEARNING
57
THE MANAGERS ROLE
58
HELPING EMPLOYEES UNDERSTAND THEIR ROLES IN THE COMPANY
59
HELPING EMPLOYEES DEVELOP THEIR LEARNING PLANS
60
HELPING EMPLOYEES IDENTIFY AND ACCESS LEARNING RESOURCES
62
ENSURING THAT EMPLOYEE LEARNING IS APPLIED TO THE JOB
63
OTHER NEW ROLES FOR MANAGERS
64
OTHER MANAGEMENT STRATEGIES
67
PREPARING MANAGERS FOR NEW ROLES
68
LEARNING ASSIGNMENT
70
LEADERSHIPS ROLE IN INDEPENDENT LEARNING
73
COMMUNICATING COMPANY GOALS
74
MODELING OF LEARNING ACTIVITIES BY TOP MANAGERS
75
ENCOURAGING EMPLOYEE LEARNING
78
LEARNING ASSIGNMENT
88
REDEFINING CORPORATE TRAINING
91
BARRIERS TO TECHNOLOGYBASED TRAINING
126
THE ROLE OF TECHNOLOGYBASED LEARNING
131
LEARNING ASSIGNMENT
132
BUILDING AND USING A KNOWLEDGE NETWORK
133
IMPORTANT CONSIDERATIONS FOR A KNOWLEDGE NETWORK
138
THE KNOWLEDGE NETWORK AS A SUPPORT TO ISDL
146
THE TRAINING ORGANIZATIONS ROLE IN THE KNOWLEDGE NETWORK
148
LEARNING ASSIGNMENT
150
GROWING AND SUSTAINING AN INDEPENDENT LEARNING CULTURE
153
GETTING ISDL OFF THE GROUND
154
HELPING EACH OTHER LEARN
163
ALIGNING MEASUREMENTS AND REWARDS WITH ISDL
166
GROWING AND MANAGING AN INDEPENDENT LEARNING CULTURE
169
KEEPING THE ORGANIZATION FOCUSED ON INDEPENDENT LEARNING
170
LEARNING ASSIGNMENT
171
FUTURE OF ISDL IN THE WORKPLACE
173
THE REST OF THE STORY
182
EXPANDING THE STORY BEYOND BOB AND PROCONSUL
185
LEARNING ASSIGNMENT
187
REFERENCES
189
ADDITIONAL RESOURCES
191
ABOUT THE AUTHOR
195
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About the author (2000)

DANIEL R. TOBIN, PhD, is a consultant in the field of developing corporate learning systems with more than 20 years of experience in the field of training and education. His clients include AT&T, EDS, and Mercury Marine. Dr. Tobin earned his doctorate in the economics of education from Cornell University. He is a frequent speaker for groups such as the American Society for Training and Development and the International Society for Performance Improvement, and the author of the critically acclaimed Re-Educating the Corporation.

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