Social networking services in organizations enhance skill management and educational value by creating a collaborative environment for individuals to learn from and educate each other. This is complemented by traditional and practical forms of instruction, like E-learning, which compete with but also connect learners with instructors, colleagues, classmates, and coworkers within and outside of companies. In summary, this innovative approach to development provides opportunities for individuals and organizations to advance their knowledge and skills in order to stay ahead in their field. In simpler terms, practical instruction promotes accountability, prepares individuals for success, and assists them in adapting to global changes.
E-learning encompasses a range of learning methods that utilize technology for support or facilitation. Online training and web-based learning are the main ways in which education and training are delivered. An example of these internet-based approaches is social networking, where individuals connec...
t through social media platforms based on shared values and interests, while also engaging in educational activities at different levels including primary school, college, or within a corporate environment.
Social networking is a popular method for individuals to connect, interact, and network with others in their networks using the Internet. It allows them to acquire knowledge and information, giving companies a competitive advantage. As the demand for skilled workers grows, new methods of education like e-learning become necessary. Countries are investing more in Human Resource and Knowledge Management as valuable assets for the future.
Literature Review / Background:
Knowledge management (KM) encompasses data analysis and different approaches to transferring valuable information to users.
KM, which stands for knowledge management, encompasses the process of encouraging individuals to critically evaluate and reflect upon their existing knowledge, consolidating this knowledg
into a designated location, and effectively disseminating and enhancing knowledge to relevant parties within a suitable timeframe. Presently, technological progressions and the Internet have facilitated information gathering. Nonetheless, the complexity lies in arranging it in a manner that is comprehendible for an extensive audience. Additionally, another facet of this challenge involves sharing knowledge and information with others in an accessible format that can facilitate linking appropriate information with the correct individuals.
Firms require a means to connect employees who have valuable knowledge with those who need it. Knowledge Management (KM) involves using social networking tools to gather the knowledge and information stored in an employee's mind. E-learning, which has gained popularity in recent years due to its convenience and flexibility, is a form of training that transforms this information into accessible knowledge for others.
Over the past few years, e-learning has become increasingly popular as a convenient and flexible option in the field of training. Online education enables students and individuals to access their classes from various locations such as offices, libraries, homes, or any place equipped with internet access or a computer.
E-learning provides opportunities for individuals with different learning styles and levels to participate in various activities that cater to their specific needs. It is particularly advantageous for students as it enables them to easily access information from different locations and time zones. Furthermore, e-learning simplifies research and writing since written communication serves as the primary form of interaction. Not only educational institutions but also numerous businesses are adopting electronic learning tools to enhance their operations. Users can choose from a range of platforms such as websites, blogs, social networking sites, and wikis based on their
specific requirements and objectives. The concept of institutional learning encompasses multiple processes aimed at improving organizations' effectiveness and efficiency.
Performance processes involve one or multiple stages, outcome steps, organizing steps, and relevant user activities, works, information, and knowledge. Learning steps also require the organization to predict and address consequences, create discipline and knowledge from feedback, and take action based on this knowledge and discipline. The original purpose of KM is to enhance companies' performance by allowing employees to access, share, and contribute their corporate knowledge for making informed decisions in real-time (Smith and Farquhar, 2000, p. 17). Knowledge management encompasses more than just technologies for knowledge sharing and collaboration: it also involves the creation and promotion of communities of practice, addressing behavioral and cultural aspects of users, and developing trustworthy and validated content (Smith and Farquhar, 2000). Organizational learning and knowledge management are interconnected.
The direction of cognition involves engaging in creative activity, sharing information and cognition, and is a crucial part of instruction. However, learning also involves making decisions to change and improve future plans, which is often seen as a potential performance of knowledge management.
Knowledge management is essentially collaborative, so cooperative technologies can be used to develop knowledge management practices. A collaborative knowledge management tool that allows users to share information, ideas, documents, make comments, engage in discussions, create plans, etc. can be valuable tools to promote the learning system.
Moreover, the strategies and methods in which collaborative knowledge management tools are utilized can either simplify or hinder organizational learning. The use of these tools changes organizational methods and having a better understanding of how to use the tools properly is crucial in achieving the desired
Indeed, the management of technology and the ways technology artifacts are utilized are always critical issues.
Unifying Knowledge Management and E-learning
Hoarding information is one thing, but sharing it in a meaningful way is another. "Knowledge must develop quickly and expeditiously within the organisation. Opinions bring step impact when they are arrow widely prefer than held in a few people '' (Garvin, 1998, p. 66). Uniting cognition direction with e-learning persons an online class, allowing the creative activity of class theoretical accounts utilizing tested cognition from different people. Making e-learning classes and theoretical models requires resources and time, and usually requires that there is a pre-determined require for the skill set or knowledge.
Social networking & Social acquisition
Social networking is a user-friendly, user-generated and interesting environment. It is a vehicle that creates association and collectivity, both of which are needed in a right acquisition environment, be it a home room, council chamber, classroom or an online discussion board.
Improving proficiency in an acquisition setting can be achieved by utilizing social networking. According to Reynard (2008), collaborative project-based e-learning enables users to contribute various resources and facilitates learning. This type of learning is referred to as social learning, which involves the sharing of knowledge and effort across different locations and time periods within an organization, a group of individuals, or a cultural group (Warne et al.).
Implementing social networking within a corporation enhances social learning as it allows senior scholars to share their knowledge and experiences with the learning environment, thus offering valuable educational resources. By connecting with these individuals' experiences, social networking promotes collaboration and serves as an inspiration for others, particularly in e-learning settings. The motivation of
senior scholars to learn is driven by specific needs or responsibilities, and timely instruction is provided through e-learning.
According to Alexander (2006), society has experienced significant change due to a tsunami-like flood of innovative methods and services that promote new ways of collaboration, social networking, and social learning. The rapid growth of Web-based tools such as blogs, wikis, social networking, and bookmarking provide users with valuable experiences in which knowledge acquisition becomes a collaborative effort within a community.
Using social networking to integrate KM and E-learning
The trend of incorporating social networking tools into the workplace is growing. The increase in telecommuting and virtual offices has created distance between employees, reducing opportunities for informal face-to-face knowledge sharing. This means that organizations need to find tools that allow staff members to share information, knowledge, and connect existing learning programs. Social networking tools can bring workers together to share and capture knowledge transfers.
Issues/problems/challenges Barriers In sharing information and knowledge, one of the barriers is the lack of a relationship between the sender and the receiver (O'Dell and Grayson, 1998). Social networking technology allows users to connect on common subjects, topics, and issues. Even employees or staff members facing different situations can connect and build virtual relationships to facilitate knowledge sharing. The implementation of new knowledge poses a challenge in e-learning.
To ensure effective instruction, it should be combined with high quality societal impact (Brandon Hall, 2001). An organization can use societal tools to gather knowledge that supports formal learning. The use of blogs in an e-learning course allows learners to share their best experiences and participate in creating case studies for future courses or to share knowledge outside of the usual
learning process. By offering structured social networking for users after an e-learning course, or online methods that encourage face-to-face training, an organization can achieve valuable information sharing among participants through post-course discussions. It is beneficial for the organization to promote a process for achieving and publishing informal learning that occurs within online social networking. Failing to do so can put the organization at a disadvantage, as it cannot trust the accuracy and appropriateness of accessed knowledge for commercial purposes, and staff members may not recognize the value of the knowledge and information they possess.
Another aspect of organization civilization is the acceptance of changing circumstances, less than desirable past performance, or failure, as learning implies the need to develop from the past. The culture of an organization is a complex issue as it relates to the identity of individuals and companies. However, there are various visible aspects of culture such as dress code, working hours, decor, slang, and myths (Harrison, 1987). Organizational culture and structure can influence individual behavior in different ways (O'Neill, Beavais, and Scholl, 1997) and may pose limitations on technological advancements (Ptaszynski, 1997). If technology is perceived as a support for inadequate employees or as an unnecessary disruption for competent employees, it is unlikely to be adopted.
The convenience of technology is an important factor; lack of convenience can hinder the widespread acceptance and use of technologies.
Social networks can be an effective tool for educating employees during orientation and onboarding. Many companies have a standard orientation that covers all employees, leaving new employees of large companies lacking division-specific information and training. Division management can create wikis or blog posts focused on their specific areas
to assist new employees with onboarding, providing them with critical insights and designs that can impact their career success in the workplace.
The objective is to provide ongoing support for new employees that can be tailored to meet the developmental needs of specific groups within those companies. Social networking is occurring in numerous companies worldwide. "Employees already incorporate learning into their days through informal, unstructured interactions with colleagues." (Kapp, 2006, p. 1).
Social networking can impact collaboration in strategy development and enhance the knowledge base of staff. Kapp (2006) also notes that e-learning and other formal instructional methods are in competition with the knowledge being shared by users. Knowledge management monitors and integrates collective knowledge across companies to ensure that training is effectively shared and valued by the right people. Social networking allows users to easily find experts for immediate support.
Impromptu groups can also organize and assist members with sudden work assignments and concerns, based on certain issues or engineering jobs (Stone, 2009). According to Quinn et al. (1998, p. 193), when knowledge and intellect are shared, they grow exponentially. Combining opinions benefits both individuals, and sharing it with more than two people further amplifies the benefits. Social networking enables knowledge management and e-learning to progress knowledge at this exponential level.
The analysis of social webs in companies and organisations has provided valuable insights into how e-learning takes place within these entities. E-learning should be viewed as both a participation in a community of practice and a transfer of knowledge. This case study has uncovered evidence supporting various aspects of e-learning. Firstly, learning typically occurs during projects and involves the exchange of
tacit knowledge through collaboration among staff members. Secondly, employees who possess diverse cultural backgrounds, experiences, and knowledge are often the primary source of learning. Examining learning networks appears to be the most effective approach for understanding the intricacies of this research question.
Therefore, we believe that we have provided some initial indications that learning web metaphor can integrate previously unrelated learning and engagement metaphors for organizational learning. From a practical perspective, social web analysis applied in a learning context can serve as a powerful management tool to identify and reward key staff members within an organization, promote alignment between formal and informal organizational structures, support the reform of the rewards system, facilitate understanding of the company's organizational culture, and assist in organizing instructional and training programs, among other things. Such an analysis also has important implications for human resource professionals when planning educational and training strategies. They can better accommodate the needs of employees with this information.
On the contrary, there is a need to approach such a tool with caution as it can be easily misused. This raises ethical concerns regarding the thorough examination of outcomes.
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