Organization and approaches
Adaptive learning: Organization and approaches
Adaptive learning enables more efficient learning through individualized methods and provides participants with a more satisfying learning experience. But what do you need to consider when organizing it? What content do I need to create, and do I need an intelligent learning platform for it?
First of all, you don't need an intelligent learning platform. The method dates back to the 1970s, when AI-driven internet platforms were not even conceivable. A modern LMS system can efficiently support adaptive learning, but it is not a prerequisite. What you do need, however, is as clear a picture as possible of your employees' roles, skills, knowledge, and, if applicable, preferences.
Roles define the learning objectives
You should know who has which tasks in which role and what skills and knowledge are required for them. These are the skills and knowledge that should have been acquired at the end of a learning path. Learning paths are created for each role that are geared towards these goals.
Skills and knowledge mark the starting point
To achieve a goal, it makes sense to know the starting point. For example, if you are introducing new software, but the process it supports remains unchanged, you can focus on teaching the steps involved in using the software. This provides a common basis. Individual differences are then addressed within a learning path.
Preferences limit the choice of methods
If you know the general learning preferences of your employees, this should be taken into account when selecting methods. If individual employees do not have their own computers or if your company has only offered classroom training to date, then the focus should not be on e-learning. However, it can certainly be offered as an alternative.
The topics determine the learning paths
Defining learning paths is the core step in adaptive learning. Methods that lead to the goal are selected based on the defined objectives. First, the learning paths are divided into individual steps or modules, for each of which separate objectives are defined. One or more methods are provided for each module to help achieve the learning objectives. Depending on the complexity of the topic, trainer-led training courses can be offered alongside e-learning, for example, or a module can be skipped if the learner already has the relevant prior knowledge. At the end of each module, there should be a learning objective check and the option to repeat the module using a different method if necessary.
Nicolas Fiedel,
Head of Personal & Digital Training
To give an example: You are introducing new CRM software. For the customer contact documentation module, you offer trainer-led training and an illustrated guide for self-study. There is also the option of jumping directly to the learning objective check. Your employee A is already familiar with the software from the company where she worked until recently and decides to skip the module. In the learning objective check, she realizes that she still lacks confidence in the company-specific processes and therefore consults the manual. Now the test is no longer a problem for her.
Your employees themselves know the right method
But how do I determine who should choose which method? Modern learning management systems can help here. They analyze learners' learning behavior and make recommendations based on this. If you do not have access to such a system, you can rely on your employees' self-assessment. Most people know whether they prefer to have something explained to them by another person, complete an e-learning course at their own pace, or learn by reading and trying things out. It is important that, as described in the example, it is possible to switch between methods and that your employees understand how the system works and what responsibility they have for their own learning success.
Fazit
Adaptive learning requires precise preparation, but the effort involved does not have to be excessive. Often, it is enough to offer a simple alternative to standard training and allow individual modules to be skipped. Take your employees with you on this journey and support them in finding the right way to learn for themselves.
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