Who said learning had to be mundane, boring and repetitive? In a world that is constantly evolving, learning is the greatest tool to stay ahead and stay relevant.
The 6 Principles of Learning Design was developed by Helen Bound, Arthur Chia, and Annie Karmel. It focuses on creating a learning framework that addresses the dynamic needs of every learner. The 6 principles: Authentic, Alignment, Future-Orientated, Judgement, Feedback, and Holistic, are described as individual pillars that come together in building the foundation of learning design. While these principles apply to a broad spectrum of learners, they are particularly relevant to deskless workers, who often face unique challenges in acquiring new skills and knowledge as they typically operate in fast-paced, on-the-go environments. Hence, adapting the 6PoLD framework to their specific needs ensures that their training is relevant and effective.
Authentic learning ensures that learning stimulates real-world work practices. As deskless workers are often at the frontlines of their jobs (such as customer service and operations), it is crucial that their learning reflects the requirements and skills required to perform their daily tasks. For instance, the on-site construction environment is often risky and dangerous. Proper safety and precautions training should be implemented to ensure that all workers are aware of the Standard Operating Procedures (SOPs) to follow to prevent workplace accidents.
TIP! Authentic learning activities should incorporate real-life case studies, and even role-playing. Creating learning modules in an authentic and engaging manner is a form of self-direction learning, which can help equip learners with the necessary hands-on knowledge they need to carry out their daily tasks effectively.
The next principle is Alignment. As the name suggests, this principles places emphasis on the correlation between learning outcomes and learning assessments. Learning does not stop at knowledge intake – a crucial component of learning include assessments. This principle applies to deskless workers because their learning needs to be properly aligned with the skills that are required of them. Using the wrong assessment methods can lead to misaligned training, which can result in waste of precious time and resources. But more importantly, disengagement and a lack of knowledge retention. For deskless workers, developing practical skills such as customer service are essential. Hence, assessments such as focusing on proper service ethics and handling difficult customers are ideal.
From generic Multiple Choice Questions (MCQs), to in-depth Open Ended Questions, ArcLab’s learning platform offers a variety of methods in which learners can be assessed by, to suit the needs of their learning outcome. Ensuring learning assessments are aligned with job expectations and outcomes can help organisations improve their workers’ on-the-job performance.
There is more to learning than bombarding learners with mountains of information. A holistic take on blended learning incorporates both knowledge and “soft” skills. Deskless workers, particularly in sectors like service and hospitality, often need to possess both technical skills and interpersonal skills. A holistic design encourages learning through problem solving, observation and simulated assessments – in other words, learning outside the “classroom”. Outside the classroom learning provides a realistic environment for learners to develop a more comprehensive and all-rounded skill set.
Feedback plays a critical role in improving performance and ensures continuous progress and development. Incorporating consistent and regular feedback from supervisors, peers, and customers can give workers a better understanding on their performance and areas for improvement. Online platforms that provide real-time feedback are useful as the worker’s memory is still fresh after the completion of tasks, and will be able to take the feedback immediately into consideration.
Feedback also fosters a sense of continuous growth and improvement among learners, which is essential for their development in competitive industries like retail and hospitality where employee turnover rate are high.
Judgement refers to the learner’s ability to self-assess and evaluate their performance, while making objective decisions based on their learning. Due to the nature of their job, deskless workers often work independently (i.e. without a manager to consult in the face of immediate problems), and have to make quick-witted decisions. This can be incorporated in training modules in the form of problem-based learning to prompt learners’ critical thinking and self-reflection.
Future-orientation equip learners with the necessary skills to tackle unforeseen challenges and adapt to new situations. Now, apart from going through the motions of their daily tasks and jobs, more are expected from deskless workers. Training modules should thus encourage creative problem-solving and adaptability, which help workers to not only excel in their current roles, but also prepare them for future challenges.
By using the 6 PoLD as a guideline for designing training, organisations can ensure that deskless workers are well-equipped with the necessary skills to thrive in a fast-paced work environment. Given, not every organisation has the time and resources to create and implement their own training modules. ArcLab Enterprise is a one-stop solution, where ArcLab’s own learning designers help craft learning modules created to suit the needs and learning objectives of the learners.
Contact us to get started on revolutionising learning in your workforce today!