A Four-Level Model for Integrating Work and e-Learning to Develop Soft Skills and Improve Job Performance

Although predicted to be a dynamic and revolutionary force for change, early e-learning results failed to live up to expectations. In a search to improve the situation, interest in blended learning strategies (e.g., classroom instruction and online learning) has been growing with the aim for finding an appropriate balance for minimizing classroom overheads and maximizing course completion and test results. This paper takes a completely different approach. Rather than cost reduction, it focuses on blending just-in-time learning opportunities with daily work practice to improve job performance and create new value (i.e., Return on Learning) for individuals and organizations. A research-based four-level blended learning model for integrating work and learning is presented, illustrating how different implementation strategies can have different impacts on job performance and work practice. The importance of creating "learning accountability loops" is introduced as a mechanism for empowering learners and organizational learning. By creating "learning accountability loops" tightly integrating work and practice, organizations can reap the benefits of continuous learning as demonstrable value is created for the organization while people are learning on the job and developing soft skills - a win-win situation for employees and organizations