Signature Assignment: Digital Presentation

William Swoveland
AET/562
September 16, 2016
George Carrol

Introduction

Introduction
As our world changes, so do the methods of learning. Years ago, formal learning was considered the only
way to learn. Formal learning is structured, taught in a systematic way, and is most identified with traditional
educational institutions. Now, social learning is being recognized as a new way of learning. Social learning
is learning with others by observing and interacting (Bozarth, 2010). Technology in the form of social media
tools has made this even easier to interact with others and enabled learning to take place regardless of time
or location.

What Are The Effects of Social Learning Within an Organization? How May a Social Learning
Component Can Train Employees and Change the Culture Within an Organization?
What Are The Effects of Social Learning Within an Organization? How May a Social Learning
Component Can Train Employees and Change the Culture Within an Organization?
The effects of social learning within an organization is that social learning enables diversity to have a voice,
preaches collaboration, and values experience (Ketter, 2015). This allows all learners to share their
knowledge and to learn from all. One way a social learning component can train employees is through
information sharing and real time learning. As learners become more knowledgeable, sharing freely, and
collaborating, the culture begins to change towards one more friendly to social media and ultimately the
organization's begins to transform.

How Social Learning May Affect the Role of the Trainer Within an Organization

How Social Learning May Affect the Role of the Trainer Within an Organization
Social learning may affect the role of the trainer within an organization from a couple of factors that must be
considered. The first is that technology has made learning universal and available 24 hours a day and with
many different social media tools. This allows for a greater participation, at all hours, without the need for
being in class. Another factor is the diversity of the learners in the training. Content for social learning
differs from traditional learning, as social learning content is more of a collaborative effort (Kim and Moon,
2013). As each learner has different needs, the trainer must adjust the training to meet their needs.

How Should Employee Accountability and Online Reputations Should Be Addressed? What
Ground Rules Should be in Place Before Launching a Social Learning Platform?

How Should Employee Accountability and Online Reputations Should Be Addressed? What Ground
Rules Should be in Place Before Launching a Social Learning Platform?
Employee accountability and online reputations should be addressed in the social media policy. The policy
will set guidelines for responsible use and layout consequences for irresponsible use. The policy should
also make employees aware that their online reputation can affect not only themselves, but the organization
as well.
Prior to launching a social learning platform, organizations should publish the policy and guidelines and
provide training of the platform. There should be mandatory annual refresher training provided on all social
media.

How Interpersonal Relationships and Productivity Improve Within an Organization Because of an

Integrated Approach to Training and Professional Development

How Interpersonal Relationships and Productivity Improve Within an Organization Because of an

Integrated Approach to Training and Professional Development
Interpersonal relationships and productivity can improve within an organization through an increased social
interdependence (Githens, 2007). As relationships develop, employees interactions with employees of other
sections give them insight and allow them to improve weaknesses. They also begin to develop a collective
sense of success as their relationships develop.

Benefits and Challenges of Creating a Social Learning Environment Within

an Organization
Benefits and Challenges of Creating a Social Learning Environment Within an Organization
Some benefits of creating a social learning environment within an organization is that the learning is
interactive, which encourages employee interaction. A result is greater retention of the learning and
improved morale. Another benefit is the learning is flexible and employees are able to complete tasks on at
their speed. This reduces the amount of resistance to new training requirements and it encourages lifelong
learning. Some challenges arise when social media is used, as there may be inappropriate or unauthorized
usage which would require guidelines and policies. Another challenge with social media is keeping
employees focused on task on hand.

How Will Your Strategy for Creating a Social Learning Environment as Part of the Overall Training
and Development Offerings Improve Knowledge and Relationships Within the Organization?
How Will Your Strategy for Creating a Social Learning Environment as Part of the Overall Training
and Development Offerings Improve Knowledge and Relationships Within the Organization?
My strategy for creating a social learning environment as part of the the overall training and development
offerings improve knowledge and relationships within the organization will be to lay out objectives and then
how we plan to accomplish those objectives. A policy and guidelines will be published prior to the launch of
the social media. A mandatory class covering the policy and guidelines and how to use the social media
will be next. Incentives will be provided as a way to encourage participation and then to reward continued
use. Once collaboration and sharing of knowledge happen, relationships will be forming and social learning
culture will be established.

References
References
Bozarth, J. (2010). Social media for trainers: Techniques for enhancing and extending learning. San
Francisco, CA:Wiley/Pfeiffer.
Githens, R. P. (2007). Understanding Interpersonal Interaction in an Online Professional Development
Course. HumanResource Development Quarterly, 18(2), 253-274.
Ketter, P. (2015). Technology: It's More Than Just a Platform. TD: Talent Development, 69(8), 6.
Kim, K. R., & Moon, N. M. (2013). Designing a social learning content management system based on
learning objects. Multimedia Tools and Applications, 64(2), 423-437.
doi:http://dx.doi.org/10.1007/s11042-012-1014-3