Self-Managed Learning Issues - Essay Example

Self Managed Learning Full Self Managed Learning is the act of managing one’s own learning where the time, manner, place and goals of learning are self directed (Baker, 2011). This approach is quite difficult because it requires a lot of effort from employees who usually complain about more work to do. Therefore, guidelines are given in order to help learners about how they should go about Self Managed Learning. First, it could be helpful especially in remembering things if an individual diarizes his learning (Hoyle, 2009). This will make the work easy for the employee to monitor how he is advancing in his learning efforts as well as evaluating what still needs to be learnt. Hoyle also suggests learners to make a commitment with someone because this helps in reminding schedules and shared learning could also be an additional inspiration to committing to the process. It is also important to note a person’s learning limits. Overload in doing a certain task at a certain time can make learning inefficient and useless. Therefore, one should plan to limit the number of information to learn in a certain length of time where learning is maximized. Active participation is also recommended by Hoyle not only by the employee but also the employers or managers. This will serve as an encouragement to the learner and a means for the employer to monitor how the employee is learning and how much and what he needs to learn further. Moreover, the blogger, Bob Baker (2011) recommends moving away from unstructured, unplanned learning. This means then that a learner should make his own plans and structures of learning that he thinks would best suit him. The goal in doing so should be for an optimized learning experience. With such an approach, Self Managed Learning would benefit not only the organization he works for but also his self. In a short time, more learning could take place as compared to the conventional learning format. This is because the approach is self-motivated and self-assessed. Trust is also given to the learner which is an important factor in strengthening the encouragement to a person’s effort. Money can be saved both by the individual and organization as most of the learning is through electronic means. Organizations do not need to finance the facilitation of the education of their members and individuals can also save from gas and other expenses if they were to go to a certain place for the learning. What could probably be the best benefit for Self Managed Learning is, that the learners work at their own pace, avoiding the experience to be stressful. 2. Since self learning challenges employees with the difficult and additional task of learning alone, it is important that organizations or businesses encourage learning amongst employees and stakeholders. This can be attained by providing internal, company-specific sources of learning in different formats, identifying trusted external sources, supporting the development of skills needed in Self Managed Learning and, helping employees identify the best tools for their learning (Hart, 2007). Internal sources will show support to the employee’s learning process and will also make sure that the information a person receives is the right one, useful for the company. External sources can widen the learning experience of an individual however, one should be directed to the right places because the internet has a lot of information that could sometimes be misleading. In addition, with the many information available on the internet, the search for materials could be exhausting to individuals. Assistance from employers is most beneficial to learners knowing that their efforts are noticed and appreciated. This will also allow the employers to evaluate the learning of the employee and would see what help they could extend like providing tools that best suit their learning. 3. Self Managed Learning is a time saving approach to effective learning because it does not only cater to the best learning experience but also would accommodate the learner during the best time they are receptive to learning. Learners can make their own schedule which is also a good way of providing education. However, this could give them the difficulty of being sticking to schedules. Therefore, to avoid such circumstances, employers should cooperatively participate in the process. 4. With the benefits of Self Managed Learning mentioned earlier, it can be concluded that the process is an activity that is geared towards the development of individuals and organizations. Learning should be continuous especially nowadays where a lot of globally competent employees are rising with new innovative manner of expressing themselves. Employees should then have the initiative to manage their own learning in order to keep up with the changes in this highly technological modern world. Making records of one’s learning surely could be beneficial to the learner because it helps assess how he is advancing. Furthermore, he could always look at his notes for clarifications in case something has been forgotten or was not well understood. Learners cannot store every bit of information in their brains so taking notes is very helpful and it also makes learning a lot easier when similar works need to be done at a later time. In making a commitment, it would be best to make it with an employer because the relationship is more formal and commitments would probably be taken more seriously. This will allow for reminders to be given without being pushy. Knowing learning limits is practical because reading for long periods of time when one is already exhausted would be futile. Quality learning should always be chosen over quantity learning. Active participation is important as well because it makes an individual able to learn more as he observes others and apply what he learns and observes. It could also be required from managers which is also helpful because mutual learning takes place which is beneficial to the company. In conclusion, Self Managed Learning should not just be an effort that is taken lightly because it does not only benefit an individual rather includes, managers and the organization as a whole. References Baker, Bob., 2011. Isn’t It Time for More Self Managed Learning? Office for Public Management, (online). Available at: http://opmblog.co.uk/2011/06/15/isn%E2%80%99t- it-time-for-more-self-managed-learning/> (Accessed February 27, 2012). Hart, Jane., 2007. Towards A Self Managed Approach to Learning. Center for Learning and Performance Technologies, (online). Available at: (Accessed February 27, 2012). Hoyle, Robin., 2009. Self Managed Learning, Is it Engage or Go? Personnel Today: HR practice Jobs and Networking, (online). Available at: (Accessed February 27, 2012). Read More