Self-training for learners? As part of the vocational training, the question of learner autonomy is central. Here is how to get an employee to train independently.
What is the importance of self-study?
Following the health crisis, remote professional events have multiplied: teleworking, meetings, virtual classrooms, etc. Distance learning has thus gained ground, especially in the field of vocational training. From now on, more than 80% of employees who have corporate training have access to a digital offer.
This digitalization allows employees to benefit from more autonomy in their training course. For companies that want to go further and want to help their employees gain knowledge and skills through the self-learning strategy, the educational system must take into account the individualization in which the learner finds himself, and the degree of his autonomy in order for him to succeed in his career.
Develop all knowledge through self-training
Self-training is now considered to be a training system in its own right. The learner is oriented towards a learning project after having analyzed his needs and the actions necessary to be able to progress. It is formed by being aware of pursuing a goal of acquiring knowledge or skills development. There is indeed an intention and a pedagogical framework in a self-learning system.
Self-training will be very effective only if the learner is motivated to learn. Otherwise, it is impossible to force an employee to use self-training.
Finally, self-training makes it possible to develop all types of knowledge, both in terms of knowledge, skills but also personal development.
How to do self-training?
Self-training involves real preparation: the learner must put himself in the position of a researcher, prepare himself and be organized. The manager must accompany him in this self-training process through five steps:
- The analysis: The employee must assess his own skills and recognize his shortcomings in order to start on a good basis for self-training. Based on this observation, he will be able to define the personal goal he wants to achieve, then verify that it meets his expectations.
- Scheduling: After defining the objectives of self-training, both those of the employee and those of the company, it is necessary to set up the action plan with milestones. Indeed, without planning, there is little chance that self-training will begin. It is therefore very important to reserve time slots to move forward.
- The training workbook: this tool makes it possible to see the evolution between the initial hypothesis and the achievements at the end of the training. At each stage, the collaborator must write down the adjustments to be made, ideas, questions, etc.
- Putting it into practice: this stage is crucial because it involves implementing what has been achieved. It allows learning to be anchored. This time, the training workbook must include the difficulties encountered and those that were blocking or, on the contrary, overcome.
- The evaluation: this is the last step! It makes it possible to assess the usefulness of self-training and to note the evolution of skills compared to the initial analysis.
