- 1. Adult Learning in aVirtual Environment Rochell McWhorter
Donna Mancuso Andrew Hurt Texas A&M University Copyright 2008
Rochell McWhorter, Donna Mancuso & Andrew Hurt
2. Adult Learning in a Virtual Environment
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt 3. Virtual Learning
- Flexibility of delivery :
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- Delivery of services independent of time and place
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- Ability to reach those beyond the formal boundaries
- Flexibility in the pace of learning :
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- Learning at their own time & space
- MacPherson, Elliot, Harris & Homan (2004)
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt 4. Virtual Mentoring
- Potential to foster a deliberative, reflective, and thoughtful
exchange (p. 559)
- Yields a written record of mentoring process
- Easier to coordinate communication
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- No reliance on travel or face-to-face meetings
- Potential for effective multicultural workforce by providing
access to:
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt 5. Virtual Teams
- Virtual team members must communicate, plan, problem solve,
derive products or solutions and monitor their performance
(Workman, 2005, p. 436).
- Takes real commitment from leadership (Moran, 2005).
- Communication is vital (Johnson & Jeris, 2004) & (Dewey
& Carter, 2003)
- A new model of group development may be needed (Yoon,
2004).
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt 6. Virtual Learning Communities
- Social interaction: Relevant to the learning equation
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- Absence of non-verbal cues
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- Limitation for development of trust
- For development of trust :
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- Selection & utilization of communication methods
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- Provide knowledge sharing(Birchall & Giambona, 2007)
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt 7. Virtual Learning Communities (Cont)
- HRD should facilitate the creation of real time virtual
communities of practice that are aesthetically informed (Gibb,
2004).
- Online learning communities should include the promotion of
critical thinking, dialogue, and collaborationand have the ability
to collaborate and create knowledge and meaning communally (Palloff
and Pratt, 1998, p. 32).
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt 8. Virtual Organizations
- Technology has enabled a continued shift toward virtual
organizations (Henderson & Provo, 2006, p. 275).
- HRD professionals should be concerned
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- how people will be motivated in a virtual environment
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- how technology will continue to change the nature of work
(Henderson & Provo, 2006).
- Enormous returns in investment for
- creating virtual learning organizations
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt 9. Virtual HRD
- A process for developing and/or unleashing human expertise
through training and development (T&D) and organization
development (OD) by utilizing a technology-enabled environment for
the purpose of improving performance
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- builds on Swansons (2001) definition, and
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- includes the requisite that HRD be conducted within a virtual
environment.
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- Virtual HRD isnota completely new field or even another
definition of but rather a subset of the field as we know it
today.
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- Virtual HRD isanother area for exploring our foundational
concepts and core values .
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt 10. References
- Bierema, L. L., & Hill, J. R. (2005). Virtual mentoring and
hrd.Advances in Developing Human Resources, 7 (4), 556-568.
- Birchall, D., & Giambona, G. (2007). SME manager
development in virtual learning communities and the role of trust:
A conceptual study.Human Resource Development International, 10
(2), 187-202.
- Dewey, J. D., & Carter, T. J. (2003). Exploring the future
of hrd: The first future search conference for a
profession.Advances in Developing Human Resources, 5 (3),
245-256.
- Gibb, S. (2004). Imagination, creativity and hrd: An aesthetic
perspective.Human Resource Development Review, 3 (1), 53-74.
- Henderson, G. M., & Provo, J. (2006). A new world aheadare
we ready?Human Resource Development Review, 5 (2), 274-277.
- Johnson, J. R., & Jeris, L. (2004). Leading virtual teams:
Three cases.Proceedings of the Academy of Human Resource
Development Annual Research Conference , (pp. 1023-1030), Austin,
Texas.
- Lewis, B. (1998). Virtual learning organizations: Capitalizing
on community knowledge.Human Resource Development International, 1
(1), 13.
- Macpherson, A., Elliot, M., Harris, I., & Homan, G. (2004).
E-learning: Reflections and evaluation of corporate
programmes.Human Resource Development International, 7 (3),
295-313.
- Moran, L. (2005). Vitual team culture and the amplification of
team boundary permeability on performance.Resource Development
Quarterly, 16 (4), 435-458.
- Palloff, R., & Pratt, K. (1999). Defining and redefining
community. InBuilding Learning Communities in Cyberspace: Effective
Strategies for the Online Classroom . San Francisco:
Jossey-Bass.
- Swanson, R. A. (2001). Human resource development and its
underlying theory.Human Resource Development International , 4(3),
299-312.
- Workman, M. (2005). Virtual team culture and the amplification
of team boundary permeability on performance.Human Resource
Development Quarterly, 16 (4), 435-458.
- Yoon, S. (2004).Two group development patterns of virtual
teams: Linear progress and adaptive progression. In T. Egan, M.
Morris, & V. Inbakumar, (Eds.), (pp. 1031-1038).Academy of
Human Resource Development Proceedings , Austin, TX.
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt 11. For more information:
Copyright 2008 Rochell McWhorter, Donna Mancuso & Andrew
Hurt