AET/562

SIGNATURE ASSIGNMENT:
DIGITAL PRESENTATION
BY: BRENDA L. STOVALL

DR. KATHRYN WYATT

APRIL 7, 2017
WHY SOCIAL MEDIA IS IMPORTANT WITHIN
ORGANIZATIONS?
• According to Laurent Pacalin, Social Learning Instruments allow businesses and
employees to adjust to our evolving society and attain their corporate goals and learning
strategies (Pacalin, 2011).
ADDITIONAL BENEFITS
• In addition, it provides insight on high performers within an organization.
• Onboarding is another advantage of Social media tools as a type of icebreaker customized to
the needs of the new hire
• Guarantees their success in acclimation into a new environment
• prevents employees from guessing and obtaining knowledge.
• It’s also an excellent way to convey job descriptions.
• Cost effective due to use of informal learning
• 70-80% of budget spent on formalized training
• Social learning filters valid resources.
• Nurtures and mentors employees via social media by keeping them engaged (Pacalin, 2011).
According to Christopher Pappas, ways to implement social learning within your
organization includes as follows:
1. Evaluate current climate for eLearning to determine best methodology including
amount of current interaction, type of learner, and best modality
2. Verify learning objectives and verify which social networks support your mission
3. Transfer current data from LMS or online forum to social networking site
to increase interaction
4. Communicate pertinent links relevant to learning experience
5. Motivate employees via group collaboration utilizing social media
6. Implement eLearning feedback sessions to engage learners and improve
strategy
7. Reiterate importance of Social interaction
8. Encourage learners to post (Pappas, 2014).
EFFECT OF SOCIAL LEARNING WITHIN AN
ORGANIZATION INCLUDING CULTURE
• According to George Siemens, individuals and organizations are organisms that have been impacted by learning
in the digital age with informal learning being on the forefront including personal networks, community, and
tasks and encourages academia to accelerate their acceptance of this new phenomenon with the update of
how we now learn (Siemans, 2005).
• With a reported 52.4% of organizations utilizing social learning as a tool at any capacity, multinational
corporations are motivated to instill said philosophy and breed a culture of supporting the usage of online
technology for the purpose of producing ideas that our ingenious and instilling the collaborative approach to
team building (HCM Advisory Group, 2013). Furthermore, per the HCM Advisory Group’s Report, Social
Technology is being utilized 65.7% for some form of learning (HCM Advisory Group, 2013). Modalities include
54.9% utilizing secure IMs to convey information for learning inquires, 57.9% who utilize corporate blogs, 59.5%
who utilize discussion forums, 53.3% of companies are using social learning as a tool to enforce communities of
practice, with 35.7% investing in future development of social learning projected for the next two years (HCM
Advisory Group, 2013).
REPORT FROM HCM ADVISORY GROUP’S 2012
STUDY ON SOCIAL LEARNING

(HCM Advisory Group, 2013).

CULTURE

• Implementing a culture that advocates

learning is an asset that’s priceless to
organizations per the HCM Advisory
Group’s 2013 Report
• In addition to multinational organizations,
small business are now implementing
policies supporting this effort
• Companies are shifting gears towards
this revolution and seeking strategies for
organizational development (HCM
Advisory Group, 2013).
COLLABORATIVE LEARNING

• Again another benefit from Social

Learning is Collaborative Innovation via
the use of a vast network including
Twitter, Facebook, and YouTube that
generate creative web-based apps that
can be shared and has now become a
resource for increasing performance,
knowledge, and a tool for organizations
in the areas of sociocultural interaction
to stimulate new ideologies (HCM
Advisory Group, 2013).
GROUND RULES

• Per Mark Cuban, employers are utilizing social media

including repins, reposts, and retweets to develop a
social profile that may be detrimental to your career
in addition to being typecasts based upon cookies
and other algorithms being utilized (Cuban, 2017).
Mark Cuban has developed software called
Cyberdust and Expire to erase a message 30 seconds
after it is read to prevent a digital footprint (Cuban,
2017). In addition, filter her friends in addition to
previous texts and tweet and delete them to prevent
future damage to your reputations and why
employees should be aware (Cuban, 2017)
CHALLENGES

• Some don’t see the vision

• Perception of social media being self-absorbed
• Unsatisfactory feedback from management
• Cultural resistance
• Security issues
• Lack of SME
• Lack of management buy-in
• Increased stress for IT Department HCM
Advisory Group, 2013). (
ROLE OF THE TRAINER

• Per the Bob Pike Group, Trainers will have

to implement the 70:20:10 Model of 70%
Experiential Learning, 20% Social Learning,
and 10% Formal Learning in their
curriculum design due to the evolution of
Social Learning which includes increased
demands from employers who now desire
more technology being implemented due
to the new Millennial Generation (The
Bob Pike Group, 2016).
 REFERENCES

Cuban, M. (2017). Addressing Employee Accountability and Online Reputations. Retrieved from Integrated Classroom Mel Bush:
http://integratedclassroommelbush.wikispaces.com/4)+Addressing+Employee+Accountability+and+Online+Reputations

HCM Advisory Group. (2013). State of Industry Study: A Pulse on Social Learning. Chicago, IL: SABA. Retrieved from https://www.saba.com/media/18538/hcm13_saba_soti_download.pdf

Pacalin, L. (2011). Why Organizations Need Social Learning . Retrieved from Association for Talent Development : https://www.td.org/Publications/Newsletters/Learning-Circuits/Learning-
Circuits-Archives/2011/01/Why-Organizations-Need-Social-Learning

Pappas, C. (2014). 8 Top Tips to Create an Effective Social Learning Strategy. Retrieved from eLearning Industry: https://elearningindustry.com/8-top-tips-create-effective-social-learning-
strategy

Siemans, G. (2005). Connectivism: A Learning Theory for the Digital Age. Retrieved from ITDL:
http://er.dut.ac.za/bitstream/handle/123456789/69/Siemens_2005_Connectivism_A_learning_theory_for_the_digital_age.pdf

The Bob Pike Group. (2016). Why is Social Learning Important for Training? Retrieved from The Bob Pike Group: https://www.bobpikegroup.com/blog/why-is-social-learning-important-for-
training
•