Methods of education in the organization
In general, organizations are becoming increasingly aware of the need for employee education. Continuous changes, obligations, and requirements are an indispensable part of the modern business world. Also, the most important ones, the customers, that is, the users, are extremely advanced and educated today. All of the above opened the eyes of certain organizations and pointed out the need for education, but they still do it in an outdated way.
Community of practice
Community of practice (a.k.a. CoP) is the name for a group of people who have the same or similar competencies, problems, or interests related to the job they are doing. It is not an informal community, but a community whose membership requires common professional competencies and commitment to a particular domain. The same competencies can best help solve problems. Although newer technologies are sometimes used for communities of practice, in practice face-to-face meetings are still used to implement this method.
After action review
After action review (a.k.a. AAR) is a simple process based on the principle of learning from some previous results or experiences, all to improve the above. This method is useful because it analyzes in detail what happened, why it happened, what was learned from it, and how it can ultimately be improved to get better results in the future. It is particularly important in this method to emphasize that it does not focus on guilt, but on ways to improve in the future.
Yellow pages are a method of sharing knowledge in which employees are enabled to find out who can provide them with the knowledge they need, those people who possess the knowledge and skills needed for a particular project. It is therefore an electronic database that has information about the knowledge, skills, experiences, interests, and other data needed to select. Although this method seems ideal, it is important to realize that it is difficult to find a person who will have all the necessary conditions.
The exit interview is, when viewed better, a very debatable method of education in an organization. Namely, it is an interview that is conducted when an employee leaves the organization, in a way that wants to keep his knowledge (but not him). Although in this way it seems that a kind of signature of the employee remains in the organization in the form of knowledge left behind, a better way would be for him to stay in the organization. Of course, this method is implemented face to face.
Mentoring is the most common way of education in an organization. It, mostly immediately after employment, educates the new employee following the needs of the job. The purpose of this method is to develop the necessary skills and ensure the development of the individual, but also the entire organization. Mentoring is a method that will always be needed, but it is important to keep in mind that the need for mentoring depends on the experience and knowledge of the new employee.
More and more organizations are opting for wikis as a form of knowledge sharing. Wikis can also connect to the intranet, a kind of database within the organization where knowledge is shared, meetings are planned, new products are developed and the like. The advantage of this method is that it uses new technologies and that all employees can contribute to its development.
Babić, L. et al. (2013). CONTEMPORARY APPROACH TO EDUCATION IN ORGANIZATIONS. Singidunum Journal of Applied Sciences, 10(1), 46-53.
Gretsch, S. et al. (2012). IMPLEMENTATION PROCESS OF A KNOWLEDGE MANAGEMENT INITIATIVE: YELLOW PAGES. New research on knowledge management models and methods, 14(1), 311-332.
Wenger, E. (2011). COMMUNITIES OF PRACTICE: A BRIEF INTRODUCTION.
WHAT ARE THE CHARACTERISTICS OF A COMMUNITY OF PRACTICE?: http://www.communityofpractice.ca/background/what-is-a-community-of-practice/ (02.06.2021.)