Abstract:

Nowadays, digitization is changing the work environments. Work tasks are automated or at least supported by digital applications. Consequently, employees’ work tasks change fundamentally and require new skills and competencies. Learning becomes one of the important factors for work employability and company success. Also learning changes tremendously. Digital learning gives high flexibility and therefore a chance for educationally disadvantaged employees who can not participate in traditional learning. Providing digital learning is not a sure-fire success. It requires employees' media competence, in particular for those with little experience with digital media. Media competence as a prerequisite of successful digital learning is rarely part of vocational training.

The project MeQ:ino (media qualification: individual and organizational) developed a triadic approach for digital learning in four companies. It consists of "encourage, enable and engage". The first step aims to encourage employees to try and use digital learning despite anxiety or reservations. In a gamified escape room, teams solve different tasks through the use of digital media. The second step provides learning nuggets according to several aspects of media competence required for digital learning. Finally, the employees are engaged in developing digital learning modules for their specific demands. Supported by the project team, they determine the content and an appropriate format. Therefore, a toolbox provides several tools for digital learning. The employees’ engagement guided by the principle "from employees, for employees" is beneficial. It allows creating specific and demand-oriented digital learning modules. Further, it increases the acceptance of digital learning in vocational training.

For a successful and sustainable implementation of digital learning in companies, the qualification of HR developers is important. They support the development of employees’ digital competencies and create demand-oriented digital learning. Therefore, supplemental to the triadic approach, the project includes the continuing qualification of HR developers. At first, the requirements of digital learning are specified, especially for educationally disadvantaged employees. This also contains comprehension of employees’ media competence measured by a questionnaire. With regard to the work requirements, they identify several aspects of media competence and learn to encourage them. It increases the awareness of employees’ specific demands e.g. anxiety or reservations toward digitization. Secondly, HR developers gain knowledge of how to conceptualize content and how to select a suitable digital format. In several workshops, HR developers learn to create digital learning with various freeware or inexpensive tools from the toolbox. The modules consider the employees’ requirements, including individual prerequisites of media competence.

The holistic employee-oriented approach enables the successful implementation of digital learning in small and medium-sized companies. It encourages employees for digital learning and strengthens their media competence. Additionally, HR developers acquire competencies for sustainable implementation to accompany and create effective digital learning.

Keywords:

Digital learning, media competence, HR development, vocational training.