Design & Facilitate Digital OJT Experiences

Maximizing internal resources to achieve best results

Facilitated by The Digital Facilitators

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Who is it for

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Premise

Organization’s have a clear expectation in driving performance through the knowledge acquired on-the-job. Trainings are easily organized. But, is attending a one-time intervention effective in retaining, transferring and applying what’s learnt or is a robust mechanism for OJT needed? Join us to experience and create highly interactive, participatory structures for propagating on-the-job learning.

Description

We often hear leadership at organizations saying that People are their Assets! People are the experts and if we are able to build capabilities and help them to innovate, problem-solve – that will certainly drive performance and results. It certainly is easy to organize trainings. But, there is much fuzziness for Learning & Development practitioners when challenged with questions such as
1. Is the Return of Investment (ROI) of an intervention achieved?
2. Is there application of the learning in the field?
3. Is there retention of learning along with transfer and management of knowledge?

As L&D practitioners we know it is not always possible to measure monetary benefits over a specified time period in return for a given investment in a training intervention. Many organizations today are adopting “70-20-10” as the Learning & Development (L & D) Model. It holds that people obtain 70% of their knowledge from job-related experiences, 20% from interactions with others and 10% from formal educational events/training. This concept highlights the majority of learning happens via on-the-job training and through coaching. When learning happens in the field, it means knowledge is retained and transferred. Finally when the transformation has taken place, this becomes the real Return of Investment.

Attending a one-time intervention is clearly not effective in retaining what’s learnt and easily transfer knowledge at workplace. A robust mechanism for knowledge retention and transfer of knowledge needs to be set up. Learning circle is the creation of a highly interactive, participatory structure for organizing group work. The goal is to build, share, and express knowledge though a process of open dialogue and deep reflection around issues or problems with a focus on a shared outcome.

Knowledge management is best led by motivated and engaged people who drive high productivity and performance at work. A COP enables people of same mindedness to come together to learn.

Key Learnings

  • Articulate organization expectations

  • Contextualize workplace challenges

  • Explore OJT solution-ing

  • Initiate digital DIY OJT at the workplace

  • Effectively achieve digital transformation/

Pre-requisites

Unique Selling Points include:

(1) Facilitated by a practicing L&D trainer/coach at a global firm
(2) Enterprise based implementation with local & regional APAC perspective
(3) Real-world OJT for the sales function

Format

Methodology

Learning stakeholder

References

  • This programme is for professionals with roles in Learning & Development and HR

  • Bring your Laptop to enjoy a unique participatory learning experience

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Topics and agenda

  • 1. Introduction

    Digital On boarding | 15 Minutes

    Participants to understand Session Objectives. Getting to know each other and their expectations.

    To know what is it it for them.


  • 2. Journey for Ideation

    Sharing and Discussion | 45 Minutes

    To learn from sharing how to ideate. What is Learning Circle and how it fits in a Training Plan.

    To understand the process of ideation and know what Learning Circles and technology be leveraged.


  • 3. Digital Transformation KPI

    Sharing and Discussion | 20 Minutes

    Digital Solution comes along with new experience and new skills. What would stakeholders say, feel, want, need? Pilot process to validate digital solution is explained.

    To gain ideas on how to pilot with stakeholders digital solutions. Know what can be validated through pilot. See the type of feedback that can be generated digitally with Learning Circles.


  • 4. DIY - IDEATION

    Discussion and sharing | 10 Minutes

    Reflect on ideation process with Learning circle concept and evaluate and identify a topic on Learning Circle that will benefit his/her stakeholders/organization

    Ability to ideate with Learning Circle concept


  • 5. Action Plan

    Feedback | 10 Minutes

    To know what help canl be rendered with a ideated topic on Learning Circle. Share and explain what he/she wants to do.

    To create personal action plans/steps


  • 6. Next Steps

    Sharing and discussion | 5 Minutes

    Reiterate resources available to support participants to DIY Ideation to full implementation.

    To know where to go for help to complete the Personal Action Plan


  • 7. Review and Reflect

    Sharing | 5 Minutes

    To know from audience what are their takeaways from the session and if the Session Objectives are met

    To list takeaways from session.


  • 8. Reference materials

    Research and Reflect | 25 Minutes

    Video content to support your ideation and implementation process


Professionals

lynn wong


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Paya Lebar, , Singapore