Teaching materials: the wealth of training departments
14 December, 2012
These days, teaching materials represent a considerable competitive asset, although companies are often unaware of their existence and value, making them slow to take advantage of this asset.
What is teaching material?
Together, the teaching resources (either temporary or permanent) generated by human resources departments for blended learning courses are referred to as “teaching materials.” These formally and informally generated teaching materials accumulate over time into teaching assets. Ultimately, teaching materials represent the company’s formalised expertise.
4 types of teaching material
We can distinguish between formal or “traditional” materials, and informal materials, which are innovative content often created virally. What are the 4 components of teaching material, who do they target, and what role do they play?
–>Components: formal materials intended for learners
These materials allow learners to keep a record of the course they have taken.
Examples: slide shows (PPT), duplicated notes, e-learning modules, video and audio files, etc.
–>Components: formal materials intended for trainers
This type of material is significant, because it can be used to reproduce an identical training session, with the same teaching quality.
Example: the teacher’s guide, a complete road map for the trainer, specifically defines the process to follow and steps to be taken when teaching a course.
–>Components: informal materials intended for learners
This type of content results from work by a community and is spread through social learning tools (blogs, wikis, forums, etc.).
Examples: notes, feedback, etc.
–>Components: informal intangibles intended for learners
This refers to the mentoring provided by teachers to those learning from them. “Informal intangible components, such as mentoring, represent an extremely volatile form of teaching expertise since they are generally not structured and remain ‘invisible’ ” (excerpted from the white paper “Optimising teaching assets: the new challenge for HR”).
Examples: mentoring, coaching.
Once an entity’s teaching materials are recognized, the next step is to put them to use and optimise them as much as possible in order to convert them into a true strategic advantage… but the question is, how?