LEARNING

ACTIVITY
SHEET
NAME: DAWIS, CLYDE MAIA AMOR I.

DATE: OCT. 13, 2021 LAS NO.:6

COURSE: DM 101

SECTION: BSIS A-2-B

CONTACT NO. 09757159812 PROFESSOR: Mr. JOEY M. VILLANUEVA, MIT.

EMAIL ADD: dawisclyde@gmail.com RATING:

Directions: Accomplish the activities in this course:

A. Write a reaction paper to the article below:

The New Role for Managers in Workplace Learning

Skills are the currency of the expertise economy, and managers have a vital role for building
successful learning cultures.
Kelly Palmer
August 01, 2019

What’s the biggest threat facing businesses today? When PricewaterhouseCoopers polled CEOs across
the world about this at the end of 2018, the top three responses were virtually tied: overregulation,
policy uncertainty, and availability of key skills. The data shows that for many global leaders, the
concern over skill gaps outranks trade conflicts, cyber threats, geopolitical uncertainty, and other
issues that regularly dominate the news cycle.

To me, this finding came as little surprise. As chief learning officer of Degreed and coauthor of The
Expertise Economy, a book about the urgent need to upskill and re-skill the workforce, I travel across
the world working with businesses and professional organizations. Executives are worried about how
to build an agile workforce that’s constantly developing new skills so that they can respond to the
changing technologies and dynamics of business.

One of the most important suggestions I offer them: It’s time to revolutionize how we think about and
manage skill development in the workplace.

A new survey by Degreed and Harvard Business Publishing Corporate Learning shows just how much
change is needed at the managerial level. Only 40% of workers agreed that their manager helps them
to understand what skills they need to advance in their careers. More than 1 in 5 (22%) workers said
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their managers do not encourage or enable learning at all, and just 17% said their managers help create a
plan or set goals for developing skills.
These figures are dismal, but not surprising. While companies talk more and more about the
importance of skill-building initiatives, many simply don’t know what actions to take. With change in
the workplace happening so fast, managers can no longer focus on multiyear development strategies
directing employees to climb the corporate ladder.

Today, individuals are owning much more of their development. But there’s also a vital new role for
managers.

A commitment to learning needs to begin at the top, with C-suite leadership communicating a vision
and mission for skill development. For any plan to be successful, employees will need to see the value
and embrace it. It’s up to leaders in the organization to support that commitment and make sure
learning happens. That’s why managers are really the linchpin of a successful learning culture.

Establish Learning Plans

Managers should meet individually with their reports to discuss plans to upskill and re-skill. It may be
helpful to focus on the kinds of skills that the company is looking for and the skills that employees are
most interested in developing. Then allow those plans to come to fruition.

Actively plan for your employees to spend a dedicated amount of their time on skill development or
coursework (and make that number concrete). Check in frequently to see how their efforts are
progressing. Bring in people with expertise in these skills to give employees feedback. In the
DegreedHarvard survey, less than 40% of workers said their managers currently check in on their
development initiatives or offer regular feedback.

By staying engaged in employees’ progress, managers send the message that the organization values
their development, reinforcing the long-term relationship between the business and the employee. After
all, it would be a loss for an organization to invest in employee development only to see those
employees go elsewhere with their new skills.

Let Employees Choose What and How to Learn

While managers should be “hands on” enough to build cultures that support learning for their
employees, they should also be “hands off” in ways that go against the old norm. Outside of compliance
training, managers should refrain from choosing which skills their employees learn and how they go
about learning.

People are more motivated to spend time learning when they’re pursuing skills that they’re passionate
about. And every individual is a unique learner. With all of the content available to them, from videos to
articles to podcasts, people gravitate toward whatever works best for them. Often, they turn to their
professional networks, mentors, or peers for learning. So, it’s also crucial that managers allow their
employees time to teach their skills to others.

Model Learning Behaviors

Finally, managers should set good examples by engaging in learning activities themselves. Tell your
reports about the skills you’re working on and how you’re approaching the learning process. Include
blocked-off time for learning on your calendar for everyone to see. One method for knowledge sharing

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 with your team might be creating a recommendation list or channel with books or articles that have been
helpful for you in building new skills.

To make all this work, executives should add learning to the metrics they use to judge managers, such as
the number of employees successfully developing new skills.

We’re entering a whole new paradigm when it comes to the skills required to thrive in the future of
work. To compete in the global economy, businesses need expertise not only in putting new tools to use,
but also in the uniquely human skills that artificial intelligence, machine learning, and other
technologies currently can’t provide — things like empathy, creativity, and relationship building. Skills
are the currency of the expertise economy, and organizations should always be building their reserves.

ABOUT THE AUTHOR

Kelly Palmer (@kellylpalmer) is chief learning officer of Degreed and coauthor of The Expertise Economy.

REACTION:
After reading the article, I felt surprise regarding the result of the survey saying that only 40% of the
results saying that only 40% of the managers help and understand the skills they need to improve and advance.
Where in fact the manager's job is to ensure that the employee should have the capability to be on the flow of
changing economy. As the Business field is now changing and more improving give significance to the
Managers Capability and skills are very important. The field's revolutionary change inquires skill development
in the workplace. Managers should know how employees learn best. If employees need to be taught a skill,
managers should understand what method is best for them. Managers should know how to transfer their
knowledge to employees. Managers should know how to use the right communication style to help employees.
This is especially true for younger employees, since they are more used to communicating in different ways.
Managers should know how to motivate employees to learn. Managers should know how to motivate employees
to learn. These are the main skills that will be needed in the workplace, and the employer should be willing to
help pay for training, since the employee is investing in learning new skills. Managers should know how to
motivate employees to learn. These are the main skills that will be needed in the workplace, and the employer
should be willing to help pay for training, since the employee is investing in learning new skills. I’m also
somehow overwhelmed since they are willing to give attention to development, and also focusing on
commitment to learning needs and skill development. Part of the ESTABLISH LEARNING PARTS regarding
managers should meet individually site their reports and discuss reports to reskill and upskill which is totally the
job of a manager. Even a plan for dedicated time for employees' skill development.

B. Create a Venn diagram to Compare and Contrast Efficiency and Effectiveness.

EFFICIENCY EFFECTIVEN
ESS
Efficiency is defined as the Effectiveness is defined as
ability to accomplish something the degree to which
with the least amount of wasted something is successful in
time, money, and effort or producing a desired result;
competency in performance. success.

Efficiency and Effectiveness are the two

Efficiency means whatever
you produce or perform; it
should be done in a perfect
way.
Effectiveness has a broader approach,
words which are most commonly which means the extent to which the
juxtaposed by the people; they are used actual results have been achieved to fulfill
in place of each other, however they are the desired outcome i.e. doing accurate3
different. While efficiency is the state
things.
of attaining the maximum productivity,
with least effort spent, effectiveness is
the extent to which something is