Not A Bab 4

BAB 4

LATIHAN JARAK JAUH DALAM RUANG KERJA MAYA

TERMS Distance Learning

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A method of gaining professional and academic qualifications without having to attend a college or university on a full time basis.

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Learning where the instructor and the students are in physically separate locations. Can be either synchronous or asynchronous. Can include correspondence, video or satellite broadcasts, or e-learning. Usually implies the higher education level.

e-Learning

Any learning that utilizes a network (LAN, WAN or Internet) for delivery, interaction or facilitation. This would include distributed leaning, distance learning (other han pure correspondence), CBT delivered over a network, and WBT. Can be synchronous, asynchronous, instructor-led or computer-based or a combination.

e-Learner Online Learning

Any learner taking part in an e-Learning course or program. e-Learning over the Internet (as opposed to a local or wide area network) Same as online learning, only it implies the professional or corporate level.

Online Training Synchronous Learning

Any learning event where interaction happens simultaneously in real-time. This requires that learners attend class at its scheduled time. Could be held in a traditional classroom, or delivered via distributed or e-learning technologies. Asynchronous Learning Any learning event where interaction is delayed over time. This allows learners to participate according to their schedule, and be geographically separate from the instructor. Could be in the form of a correspondence course or e-learning. Interaction can take use various technologies like threaded discussion. Computer Based Training or instruction where a computer program provides Training (CBT) motivation and feedback in place on a live instructor. CBT can be delivered via CD-Rom, AN or Internet. Creation is done by teams of people including instructional designers, and often has high development costs. Web Based Training Training which is delivered ver a network (LAN, Wan or (WBT) Internet). Can be either Instructor-led or Computer Based. Very similar to e-Learning, but implies that the learning is in the professional or corporate level. Correspondence Course A course completed from a distance using written

correspondence Distance Education The formal process of distance learning. This term has traditionally implied the higher education level. Distance Training A reference to distance learning for the corporate or professional levels. More commonly referred to as distributed learning, WBT o e-learning. Distributed Learning Distance learning that makes use information technology. Includes most types of distance learning but not plain correspondence (very similar to e-learning) In structor-led Training A learning event which is led by an instructor, and either held (ILT) in a physical location or delivered via a network (WBT, elearning). Usually implies the professional or corporate level and synchronous learning. TRAINING – ABOUT WHAT? To make e-work succeed, people often think it’s only a question of working confidently with the technologies. But there is a range of other issues that people need to learn about. We may summarise these as: Communication supervision

and      

Time management

 

  Health and safety

   

How to keep in touch when out of sight Understanding new reporting procedures Effective electronic sharing of work How to keep track of employees’ work and workloads – without being intrusive or overbeing Developing new team – building techniques for distributed teams When to use which medium for communication – email, phone, conferencing, etc. Becoming more self-reliant for time management Understanding the time requirements of the job – eg. Is availability to colleagues and clientsessential at certain times? Managing workloads (managers) Running scheduling applications relotely Understanding the requirements for health and safety on the move and in the home office Knowing what to expect from the employer and from the employee Effective reporting Understanding how to identify signs of stress, depression or

Career progression

  

Home-working issues

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isolation in a remote worker, and methods for dealing with these. Ensuring e-workers remain “in the loop” for promotion and project opportunities (managers, HR). Maintaining a visible presence, without badgering everyone to death with emails (staff) Ensuring access to training/personal development opportunities How to manage the home-work interface, if working from or closer to home Preventing bad habits developing – like impulse web surfing, excessive snacking, etc Understanding any legal, tax and insurance issues that may rise

TECHNOLOGY-RELATED TRAINING There is a need also for technology-related training. This we can summaries as: Using

applications 

effectively

Using basic office applications – email, office applications, etc – to their full potential.



Using applications relotely and collaboratively with workflow aptions

Understanding remote  and mobile technologies  

Understanding The IT and telecommunications options (managers and IT/telecoms specialists) Maintaining optimal IT environment Being able to synchronise homebased and portable systems

Security and information  back-up 

Understanding security needs and how to use the appropriate technologies Understanding and following back-up procedures and protocols

Accessing systems

Knowing how to access the company networks remotely, from anywhere/from designated workplaces.

company 

LEVEL OF LEARNING Level 1: Getting the Basics

The basics entry level is about raising awareness of the issues involved. This is the kind of training that can be handled in seminars and short workshops, and is aimed at managers in organizations that are proposing to move into e-work, and teams of staff selected for pilot projects. Improving confidence with IT and becoming more familiar with online processes is important, and often the best time to tackle limitations in this area is before e-work starts in earnest. For decision-makers, there are important aspects of knowledge-raising that need to occur before key decisions, including procurement decisions, are made. This does also apply ti IT and telecommunications managers.They may be good at what they have historically been doing, but there is no guarantee that they will be at the forefront of understanding about internet technologies or wireless communications, for example. Level 2 : Getting Serious Training for e-work needs to take place in a specific context. What managers and staff need to focus on is how to use the systems that are being implemented, knowing what kind of online activity is allowable in their organization and what is bad practice. Training involved induction into use of any new technologies, familiarization with policy, and getting to grips with new systems and business processes. A mixture of workshopbased group work is recommended at the outset, supported by e-learning techniwues to provede maximum flexibility and keeping the costs low. Level 3 : Keeping it going Training will need to continue, not least for new recruits. For a more dispersed workforce, and one where higher degreed of autonomy are being encouraged, e-learning solutions have particular merits. E-learning can incorporate both synchronous and non-synchronous learning. Synchronous learning includes techniques such as using a “virtual classroom”, where a number of students are networked with a remote tutor in real time, using conferencing technologies, virtual whiteboards, etc.Asynchronous techniques can include tutor-led learning (via email, discussion boards, etc) but also a wider range ao self-help learning.