HYBRID LEARNING (2. strana)

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 FACE TO FACE | ONLINE 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 FACE TO FACE | ONLINE POPIS SOUČASNÉHO STAVU HYBRID LEARNING SAMOSTUDIUM INDIVIDUÁLNÍ PŘÍPRAVA NA TRÉNINK ÚČASTNÍCI SLADĚNÍ ZNALOSTNÍ BÁZE V TÝMU INTERAKTIVNĚ ÚČASTNÍCI FACE TO FACE | ONLINE 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