What does action learning mean? How to use it in enterprise training management?

Action learning method is to learn through action practice. That is, in the background environment with learning as the goal and the important problems faced by the organization as the carrier, learners can develop human resources and develop the organization by dealing with the problems, tasks and projects in practical work. Action learning method was invented by British management thinker RegRevans in 1940, and applied to the organization training of coal mining industry in England and Wales.

The general steps of action learning method are as follows: learning steps 1. Explain the difficulties and tasks to be performed to all team members at the beginning. A dedicated team can usually handle one or more tasks.

2. Establish a group study group, including volunteers or designated personnel, who can work on the same organizational problems or jointly solve the unique problems of their respective departments. Callers should have complementary professional skills, experience and knowledge. The study group can meet once or more, depending on the difficulty of the problem and the time limit.

3. Analyze the problems faced by the problem analysis team and think about the action plan to solve the problems.

4. Explain the problem The question provider introduces his question to other members of the group. The question provider can stay in the group as a member of the group, or quit, or wait for the group to give specific suggestions.

5. Problem Reorganization After analyzing all kinds of difficult problems, under the guidance of the instructor of the action learning method, the study group will reach an understanding of the key and core problems that need to be solved urgently. The research team has to find out the crux of the difficulties and problems, which is likely to be different from the initial judgment and identification.

6. After finding the key issues of setting goals, the study group should set goals and reach a * * * understanding. This goal is to actively and steadily solve the re-identified problems of the group for a long time from the perspective of individuals, teams and organizations.

7. Most of the time and energy of the strategic learning group will be spent on problem analysis and scheme testing. Similarly, the formulation and generation of action strategies should also be through the mutual communication and careful consideration of team members.

8. Take action before and after the meeting of the research group. The members of the group work together or independently, collect relevant information, find supporting factors and implement the action strategy agreed by the group.

9. The members of the work cycle group meet, discuss, study and act repeatedly until the identified difficulties and problems are solved or new guidance schemes are put forward.

10. During the seminar held by the group, the supervisor of the action learning method can interrupt the group meeting and ask questions to the group members at any time to help them:

Clarify the problem.

Find a better way to make team actions behave better.

Think about whether you can apply your personal learning gains to personal growth, team and organizational development.

Every once in a while, we should hold another meeting to discuss the progress, learn lessons and consider the next step. Every meeting should be recorded for future reference, and the experience and lessons of each learning stage should be recorded emphatically.