As discussed in previous blog entries, the 21st century corporate learning environment is a patchwork of systems, tools, technologies, and processes that support (more or less) individual and team learning, performance, and development.
We can say with a degree of certainty that it’s the case that these systems are in place for a range of tactical, operational, and strategic reasons. According to Klein and Eseryl (2005) this agglomeration of systems can be viewed within
a framework based on the premise that different methods are needed for different levels of knowledge and expertise.
Klein and Eseryl extend Dillon and Hallett’s 2001 learning curve model; by making it the basis for a framework (see Figure 1) that applies the notion of the conventional learning curve to the context of the corporate learning environment, they assert that to supply an “apt” structure for understanding when and how different learning approaches and strategies are used.
Figure 1 Framework for corporate learning environments (After Klein & Eseryl 2006)
Within this framework, the conceptualization of the learning environment consists of systems to manage and support:
- cohesive team management
- knowledge generation and sharing
- performance support
- document storage and retrieval
- on-demand learning
- traditional training
Dillon, P. & Hallett, C. (2001). Powering the leap to maturity: The eLearning ecosystem. Cisco Systems white paper.
Klein, J. Eseryel, D. (2005) The Corporate Learning Environment. [Internet] Available from: http://www.igi-pub.com/downloads/excerpts/159140505XCh1.pdf
Accessed June 12 2008