Die Präsentation wird geladen. Bitte warten

Die Präsentation wird geladen. Bitte warten

© Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR mbH08-2007 Lindwurmstr. 41/43, T: 0049-89 24417910 www.gab-muenchen.de www.gab-muenchen.de.

Ähnliche Präsentationen


Präsentation zum Thema: "© Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR mbH08-2007 Lindwurmstr. 41/43, T: 0049-89 24417910 www.gab-muenchen.de www.gab-muenchen.de."—  Präsentation transkript:

1 © Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR mbH Lindwurmstr. 41/43, T: CompServ Development of Competences Through Self- Learning in Service SME

2 Seite 2© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September PLAN OF PRESENTATION From teaching to learning CompServ Project: - concept - results

3 Seite 3© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September From teaching to learning:„Triangle of Learning“ TRIANGLE OF LEARNIN G Organised Learning Objectives being set and controlled by teachers, trainers – from the outside Self- (directed) Learning Objectives self-defined, ways of learning self- organised Learning from and for Experience … from life, work, reality, on basis of challenges, non-intentional, non- formal

4 Seite 4© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September From teaching to learning: Facilitator For facilitators, learners shall: a) become more and more capable for self-directed and even self-organised processes of learning, b) should be increasingly able to learn within and from their day-to-day situations, questions, problems, experiences etc., and should be able to learn c) on, or at least close to their workplace,

5 Seite 5© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September From teaching to learning: Facilitator Facilitators basic tasks and responsibilities (=competences) allow him to:  discover and detect the chances for learning within those day- to-day situations, questions, problems, experiences etc. in the enterprise.  discover and detect situations, which usually are considered to be of technical, organisational etc. nature and “feel”, which chances for learning are embedded in them (actual, relevant)  be able to diagnose the needs for learning – even if the situation/problem was not conceived to be a learning-question

6 Seite 6© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September From teaching to learning: Facilitation Then FACILITATING LEARNING means  to support the development of competences of self-learning of individuals as well as of organisations.  learning must be closely linked to the real needs of individuals and organisations. (the more it takes place within the real (working) situation the more effective)  “Facilitators” detect those situations and needs don’t teach or instruct, but create, arrange and support individual and organisational processes of experience-based self-learning.

7 Seite 7© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September CompServ Project Aim: to develop and test a package of instruments for facilitators of learning by using a set of self-learning instruments which support competencies development of SME workers in services sector

8 Seite 8© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September CompServ Project Specific objectives are:  To investigate the state of the art in each region involved to produce more user oriented products.  To develop a facilitation guide for facilitators to support the learning process implementation in SME  To develop a set of self-learning instruments to create self- reflection processes to support development of competencies of workers and improvement in the organisation  To test the set of tools in different sub-sectors in at least 5 organisations by region involved and to compare the results

9 Seite 9© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September Basic Goals of “Facilitation Guide“ THE „FACILITATION GUIDE“ AIMS: 1.…to introduce and support self-learning to and in SME 2.… to „create“ Facilitators 3.… to make Facilitators create their own „Facilitation Guide“

10 Seite 10© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September FACILITATION GUIDE SECTION A: “THEORY” - EXPLANATIONS, SUGGESTIONS, HINTS INTRODUCTION + USER’S MANUAL Module 1: CHANGE AS THE CHALLENGE: CHANGE MANAGEMENT BY LEARNING Module 2: LEARNING NEEDS ANALYSIS (LNA) - “PUTTING ON LEARNING GLASSES” Module 3: FACILITATING LEARNING MEASURES ON THE BASIS OF LNA SECTION B:“PRACTICE” – INSTRUMENTS, TOOLS MATERIALS: Instruments / Tools for Modules 2 and 3 Table of Contents

11 Seite 11© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September Facilitation Guide  INTRODUCTION / USER‘S MANUAL:  1 - „Facilitation“  2 - „Facilitators“/Target Groups This kind of learning needs to be „piloted“ by either -- „INTERNALS“ of an SME, or -- „EXTERNALS“ of a training provider, -- or BOTH (in cooperation)

12 Seite 12© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September Facilitation Guide INTRODUCTION / USER’S MANUAL 3: Methodology MAIN METHODOLOGICAL HINT: The FG does not offer receipts! “Internal” and “External” facilitators need to be most sensitive for situations and real needs of SME. Concerning methods and instruments the facilitator’s main task – and challenge – is a task of composition

13 Seite 13© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September Facilitation Guide MODULE 1: CHANGE AS THE CHALLENGE: CHANGE MANAGEMENT BY LEARNING MAIN MESSAGE: LEARNING IS A FACTOR WHICH MUST NO LONGER BE NEGLECTED BY SME! THEY MUST TACKLE THE PROBLEM OF “INTRODUCING LEARNING” INTO THEIR ORGANISATIONAL PROCESSES.

14 Seite 14© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September FG: SECTION A, Module 1/2 Whenever something is going wrong in a business, it is PEOPLE who have been doing something “wrong”. This does NOT mean: blame people, but recognise their needs! Learning happens anyways – for the good or the worse! The largest part happens in informal ways. But: Informal / spontaneous learning very often is not supported, not even noticed consciously. “Learning” must be understood as a normal – and the only – strategy to survive in an environment of dynamic and permanent change.

15 Seite 15© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September FG: SECTION A, Module 2/1 MODULE 2: LEARNING NEEDS ANALYSIS (LNA) – BY PUTTING ON “LEARNING GLASSES” MAIN OBJECTIVE: TO BECOME FAMILIAR WITH DIFFERENT WAYS OF LNA AND ITS PRACTICAL APPLICATION TO SME

16 Seite 16© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September FG: SECTION A, Module 2/3 TWO BASIC APPROACHES TO LNA:  (Learning) Needs defined via work-requirements  (Learning) Needs defined via person-related, developmental requirements FG suggests: Person-related developmental needs are equally important as work-defined requirements (= Human Resource Development)!

17 Seite 17© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September FG: SECTION A, Module 3/1 MODULE 3: FACILITATING LEARNING MEASURES ON THE BASIS OF LNA MAIN OBJECTIVE: HOW TO IMPLEMENT = FACILITATE LEARNING PROCESSES ON BASIS OF LNA?

18 Seite 18© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September FG: SECTION A, Module 3/2 GENERAL PERSPECTIVE: Once learning needs are assessed it is highly recommendable to check out in the first place, whether these qualifications can be trained / learned in work- integrated ways In most cases work-integrated learning meets the needs of SME far better than the ways of institutionalised training / learning … unless it meets the real needs and situations / questions of the business

19 Seite 19© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September FG: SECTION B SEcTION B: „PRACTICE“ – INSTRUMENTS, TOOLS for MODULES 2 and 3 Concerning methods and instruments the facilitator’s main task – and challenge – is a task of composition …

20 Seite 20© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September „ADAPTATION“ OF FG LEVEL I: „MASTER GUIDE“ (EN) TESTING:  … in all partner countries LEVEL II: “NATIONAL AND CULTURALLY ADAPTED, EVEN LOCALISED VERSIONS” for all partner countries and languages LEVEL III: GOAL:  “INDIVIDUALISED GUIDES OF FACILITATION”

21 Seite 21© GAB München, Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR CompServ SME, Lisboa Conference, September Thank you very much for your attention !


Herunterladen ppt "© Gesellschaft für Ausbildungsforschung und Berufsentwicklung GbR mbH08-2007 Lindwurmstr. 41/43, T: 0049-89 24417910 www.gab-muenchen.de www.gab-muenchen.de."

Ähnliche Präsentationen


Google-Anzeigen