Unit 1 – Preparation / Information

In order to prepare employees/participants on a learning activity/path both a clear description of the working/ learning task as well as clear definitions of the group of participants - including their working context – are necessary. These are closely intertwined off course, but in general some experienced learning need will start the process. To assist in defining and focusing this learning need, these questions can be asked:

1.                  Is there a necessity to learn?

a.       What is the cause of the problem?

b.       What are the consequences?

c.       What does the ideal situation look like?

d.       Is training (or any form of guided learning) the best and cheapest solution?

2.                  What has to be learned?

a.       In what conditions/circumstances does the work/tasks have to be performed/executed?

b.       How well does the work/task have to be performed/executed?

c.       Which hindering and promoting factors play a role?

d.       Where is the emphasis (lack of knowledge, psychomotor skills, and/or professional attitude)?

e.       Is some form of assessment desirable?

Based on the above, the learning need can be described by means of

1.               a description of the context in which the learning unit is located, and the questions that can be answered or solved with it. The lead question would be “What can this unit help you with?” Usually, two or three challenges would be formulated like "A need to coordinate the capacity planning of a project".

2.               Two or three of the intended results, if possible formulated as competence objectives: “After working through this unit,…” e.g. the learner should be able to explain the method to others”