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Enabling staff to access the knowledge they need, when they need it

机译：使员工能够在需要时访问所需的知识

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Purpose - The purpose of the paper is to show that most organisations invest 80 percent of their training budgets in formal learning, while 90 percent of learning takes place through on the job training or informal learning. The paper shows case studies where organisations are redressing this imbalance.rnDesign/methodology/approach - The paper draws on expertise from two organisations, Reuters and Liverpool Victoria, which have implemented informal learning processes. This is also complemented by the views of the author, an expert in creating individual learning strategies for private and public-sector clients.rnFindings - The paper finds how informal learning through appropriate IT support can deliver learning to an organisation and its employees in a new, effective way. The paper shows how to support employees, adapt to change, create convenience and work with the "digital onslaught", rather than against it.rnResearch limitations/implications - The paper draws on information from Reuters, an article inlhe Age by Graeme Philipson, as well as a case study from New Wave Learning about Liverpool Victoria's experience of training 900 call centre employees. It provides UK, US and Australian experiences.rnPractical implications - This paper is a very useful source for training professionals, showing how to help employees understand and learn new business critical information, at the time they need it.rnOriginality/value - The paper provides information, examples and advice, bringing together three prime sources of information, to bring valuable change to organisations and help make training a priority.
机译：目的-本文的目的是表明大多数组织将其培训预算的80％用于正式学习，而90％的学习是通过在职培训或非正式学习进行的。本文显示了一些案例研究，其中有组织正在纠正这种不平衡。rn设计/方法/方法-本文借鉴了路透社和利物浦维多利亚这两个组织的专业知识，这两个组织已经实施了非正式的学习流程。这也得到了作者的意见的补充，作者是为私营和公共部门客户创建个人学习策略的专家。rn发现-本文发现了如何通过适当的IT支持进行非正式学习，从而可以在一个新的组织中为组织及其员工提供学习机会。 ， 有效的方法。本文展示了如何支持员工，适应变化，创造便利以及应对“数字冲击”，而不是反对数字冲击。研究限制/启示-本文借鉴了路透社的信息，该文章发表在Graeme Philipson的《时代》杂志上，以及《新浪潮学习》中有关利物浦维多利亚州培训900名呼叫中心员工的经验的案例研究。它提供了英国，美国和澳大利亚的经验。rn实践意义-本文对于培训专业人员非常有用的信息，显示了如何在需要时帮助员工理解和学习新的业务关键信息。rnOriginality / value-本文提供信息，示例和建议，将三个主要信息来源汇集在一起​​，为组织带来了宝贵的变革，并帮助将培训作为优先事项。

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