Peer learning

From ddn Wiki

Jump to: navigation,

[edit] Introduction

Peer learning is a form of knowledge transfer in daily professional life. Working in a team of two, an experienced and an inexperienced employee perform a task together. Knowledge is transferred between the partners as they do so.

[edit] Facts

Peer learning can produce rapid and significant results, as it also allows employees working together to pass on implicit knowledge, which is often difficult to transmit, or is simply forgotten, when taught in non-work learning contexts. The learning partner can gradually assume responsibility as the pair perform the task together. Peer learning is very flexible, can be implemented without major preparation and mostly with no impact on costs in projects of all sizes. For peer learning to be successful, however, a number of requirements must be met.

To achieve the common objective of learning from one another, there should be a significant difference between the partners in terms of age or knowledge. Knowledge can then be transferred from one generation of workers to the next. Conversely, younger employers can contribute new information acquired during the course of their academic education or vocational training. There should also be clear communication regarding the subject matter of the peer learning arrangement, which should be teachable by practical example in the course of the company’s day-to-day operations. Where this is not achieved, or where the subject matter is too complex, time away from the day-to-day working environment should be found.

The peer-learning partners themselves should also meet particular requirements if the project is to succeed. Both partners should participate of their own free will, and have a person interest in the success of the arrangement. They should be committed to the success of the peer-learning project, prepared to exchange knowledge, and support each other in performing the task.

Reflective discussion sessions in parallel with the peer learning have proved useful for consolidating practical learning. They can also help optimise and develop the chosen method for use in future peer-learning projects. By passing on know-how from older to younger employees, companies can preserve the professional knowledge and experience of older employees for the company. Older employees can also “refresh” their knowledge with new information. Peer-learning arrangements also make good use of older employees who can only perform their duties in a limited capacity.

Personal tools
Jetzt Mitglied werden