Implementing An Effective Learning 2.0 Strategy Through The Freedom Of Social Networks

Allie Herzog

Web 2.0 sites allow users to do more than just retrieve information; they allows users to build on the interactive facilities of static Web pages to provide networks as a platform entirely through a browser. Learning 2.0 extends traditional training to include the levers of on-the-job learning and knowledge management to significantly boost employee performance. While many of the challenges surrounding learning 2.0 include process and governance, technology and standards, organizational and learning culture, resources and skills and competencies, social media should be viewed as a collective tool of information.

With all the recent social media buzz, it’s quite noticeable that organizations are taking advantage and incorporating the use of social media into their talent management initiatives.

Robert Rock, Director of Training and Development, for Thomas Cuisine Management, has recently been utilizing social media such as internal intranet tools, Facebook and Twitter as a learning medium to reach employees that are disbursed throughout the country.

Thomas Cuisine Management had made the transition from a traditional classroom-style training environment to the Web 2.0 initiative to reduce costs while maximizing learning. According to Rock, using social media and online learning mediums is a nice fit for Thomas Cuisine Management because it is hard to get the few trainers they do have within the organization to travel to multiple locations, especially when the training is mandatory and Adhoc.

Additionally, this type of training also accommodates the younger generation employees since they tend to use cell phones and the Internet 24/7 to access instant information. So why not give them access to instant training?

Rock discusses with Human Resources IQ and IQPC how to put social media to work in the service of learning and how to incorporate Web 2.0 into formal learning practices for an overall blended approach.