The Business Case For ELearning [Electronic resources] نسخه متنی

Step 1.

Confirmation of learning objectivesWhen developing learning plans, an individual's talents play a key role in determining learning objectives. Toyota's approach to development is based on the individual's strengths. Associates are encouraged to draft their own goals as to which skills or tactics might improve their performance even further. Rather than offering training to eliminate weaknesses so that all individuals can possess skills at par with a predetermined benchmark, the University of Toyota's culture encourages playing to individual strengths. By building on existing talents, the organization allows individuals to excel in their domain.

Step 2.

Leadership alignmentThe individual's manager reviews the learning objectives to ensure that they meet corporate direction and vision. After the objectives are reviewed and found to be in alignment, they are incorporated into the development plan. The manager supports the learning objective by coaching and encouraging self-assessment.

Step 3.

Participant preparationBased on an online pre-assessment, the learner can identify strengths and weaknesses in the skill area. By comparing current strengths with the learning objectives, a learner develops an individual learning plan. The learning plan turns into a "learning contract" in consultation with the manager. A learning contract is a document that serves to guide what an individual might learn on the job. The learning contract, in turn, is included in the individual's performance appraisal.

Step 4.

Learning sessionDuring the learning session, the learner gathers new skills. With an accountability partner at the University of Toyota, the learner sets certain follow-up commitments, including using electronic modules on the topic that continue beyond the learning session.

Step 5.

Workplace re-entryUpon completing the learning session, the learner creates an action plan to incorporate the newly learned job skills into real-life work. Over the course of the next few weeks, through the use of tutors or e-modules, the learner refines the use of newly acquired skills and applies the practices on the job.

Step 6.

Ongoing supportThe learner reviews the progress with the manager and explores approaches that might prove useful in deploying the newly acquired skills into her real-life work.

Step 7.

Measuring progressThirty days after the learning session, the accountability partner from the University of Toyota follows up on the action plan to assess the extent to which newly acquired skills were incorporated on the job. The learner completes electronic evaluations to provide feedback on learning effectiveness through learning objectives. The learner also retakes the original online assessment to identify changes in strengths and weaknesses as a result of the learning process.

Step 8.

Future development planningBased on the original assessment in Step 3, the learner identifies development opportunities and new skill areas to pursue. The process continues with a review of current skills and development of a new learning contract with the manager.