HR

Hybrid Learning

In reaction to recent market and societal changes, many companies moved towards digital

transformation. The goal of these companies is to simplify, accelerate and improve the quality of

communication with customers, bring forth innovative services or products, attract new talent or

streamline internal processes.

What impact will these changes have on

employee development? Let us take an

unbiased look at what realistically happens

at this kind of company…

...even

before

physically

entering

the building, we are given an online

course on safety guidelines. As we look

through digitized processes we can see

workers that communicate through

digital communication channels, sales

representatives that maintain constant

online contact with customers, professionals

that solve production issues through an iPad,

technologists that test innovated products in

virtual reality and mechanics that use glasses

with augmented reality to ease their work…

It is precisely this combined approach that

lies at the core of HYBRID LEARNING. It is

a very diverse and flexible tool for education

and development that allows for high

degrees of personalization and combines

traditional approaches to education of

adults, the method of the study cycle and

modern technologies.

The hybrid model changes the participant’s

perspective. It is based on the principles

of choice, self-motivation and active

participation, giving all participants the

opportunity to grow. What each individual

gains to use in practice is largely dependent

on themselves - through their drive and

disposition.

NADŘÍZENÍ

NADŘÍZENÍ, ÚČASTNÍCI

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FACE TO FACE | ONLINE

ZPĚTNÁ

VAZBA

DOPORUČENÍ

DALŠÍHO ROZVOJE

TRÉNINK

APLIKACE

V PRAXI

DOSAŽENÍ

ŽÁDOUCÍHO

POSUNU

ÚČASTNÍCI

FACE TO FACE

Learning can be for people with expansive

mindsets. Thanks to the topics covered

in the program, employees are being

prepared for work with digital processes

and the method of development also

equips them with skills for flexible work

with data and technologies.

It is, however, also important to mention

the effect this form of learning has on

employees with a more fixed mindset. It

is difficult for them to accept online selfstudy as an unavoidable step towards

development, and if they do not devote

their attention to the program, the following

training is of little value to them. We aim to

remedy this risk with precise, varied and

appropriately prepared study materials and

ÚČASTNÍCI

ANALÝZA

POTŘEB

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POPIS

SOUČASNÉHO

STAVU

HYBRID

LEARNING

SAMOSTUDIUM

INDIVIDUÁLNÍ

PŘÍPRAVA

NA TRÉNINK

ÚČASTNÍCI

SLADĚNÍ

ZNALOSTNÍ

BÁZE V TÝMU

INTERAKTIVNĚ

ÚČASTNÍCI

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A couple years ago, online development

was seen as a welcome diversification of

the work environment. However, the year

2020 brought with it the necessity for online

communication and its development along

with a shift in our mindset. We accepted the

online medium as something very beneficial

that, if used correctly, carries with it great

value and saves a lot of time. Nonetheless,

we also came to realize that some activities

still require a face to face approach. Why

not take the best from both fields then?

A great benefit for the superiors is

instant feedback on the self-motivation

of individuals. Participants that accept and

adapt to this method of development are

highly motivated and able to use their new

knowledge in practice.

“We are currently making use of Hybrid

Learning in the expansion of competences

necessary for Industry 4.0. Our experience

with the combined learning method is

showing us just how effective Hybrid

we pay close attention to the introduction

of development plans and motivation in

conjunction with the employee’s superiors.

Personally, I view self-motivation to be

the biggest benefit of Hybrid Learning,

as that is the best determining factor in

the successful transfer towards a digital

company space.”

POSITIV 4/2021 ǀ 81