Beruflich Dokumente
Kultur Dokumente
Open Improvement Project relies on employee collaboration for solving job tasks
Learner – Facilitator Cooperation
motivated self-development
They continuously monitor and improve
their learning activities
Customer requirements are vaguely defined, and are Employees are not interested to have more precise
not used to define work output quality requirements and to use them as quality criteria
Work processes are regulated, but not standardized Employees have a general idea about their work
(sub-stages poorly defined, outputs vaguely related process, but details are differently understood by
to customer needs) different persons
Employees are not aware of the discrepancies The main learning method is informal learning
between their competency components
Level 1
Customer requirements are used to control the Employees have direct access to information on
output quality customer requirements and accept adapting their
output to these requirements
Management has precise information on their Facilitation for learning is used by a third of the
employees' competency levels and start assigning employees
them improvement projects
Reference documents that contain regulation of the Some learning resources are identified and
current activity are gathered and easy accessible accessible to all the employees
Consultation starts about how direct interaction Open spaces are available
between employees can be used for knowledge
sharing and knowledge creation
Level 2
Work processes are standardized Learning roles are well established and
assignments are accurate
Learning for competency improvement is Facilitation for learning is used by more than a half
considered as important as the job tasks by the of the employees
management
Employees get used with competency Learning communication models are are well
improvement tasks established
Employees search learning resources and add Learning resources are consolidated and actively
them to a professional information database deployed
Employees consider their tasks using a problem Self study is part of the employee activity
solving approach
Informal discussions are encouraged as an Open spaces are currently used as environments
approach for task accomplishment for knowledge sharing
Level 3
Learning potential is considered as important as New employees are hired for their capacity to learn
the work experience in personnel recruiting
Competency improvement has a well defined Employee learning is tracked by management for
approach and is current to all employees employee assessment
Problem solving is the current approach in job Problem solving is a characteristic competence of
tasks the majority of employees
Communication for problem solving and Open spaces are currently used to communicate
innovation is common place for the employees new projects, ideas, or special job problems
There are five stages of development for each level