Social Media Training Manual Presentation Team 4-AV-2.pptx

Editor's Notes

• #3 Two components of social interactions that help further an individual’s knowledge and understanding of a subject. Social learning is a informal way of deepening one’s education. Social media is the tools used to support social learning in any community, through group discussions and collaborations.
• #4 Social media tools should be used professionally. Utilizing anything extensively can result to a decline. When dealing with colleagues, there individuals with different backgrounds that take personal gestures offensive. Setting boundaries is always a good thing within an organization because you’re setting expectations for yourself and others.
• #5 Social media tools is a resource that all organizations need because it’s the new and innovative form of communication. Communication is a way of exchanging useful information. Dealing with an organization, the key factor is communication. Serving members online has its rewards. Some individual are self pace learners while other are not and learning online can cater to both.
• #6 Social media tools, just like everything else have advantages and disadvantages. The disadvantages should always be mentioned whenever used. As listed, advantages include enhance employee learning retention Fellowship, and organizations have a direct line of communication with members. I believe that the focus should always be the positive. If people are learning and networking, the organization will remain successful.
• #7 To overcome these barriers, it might be helpful to create a list of relevant and reliable resources, and to provide training on how to use platforms. All individuals may not be familiar with computers or much technology.
• #8 Social learning has a wide reach and ability to connect with a diverse group of people. This makes it a very beneficial tool for sharing information and ideas within an organization. https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/why-social-learning-may-be-key-to-solving-workplace-problems.aspx
• #10 Individuals gain new information, abilities, and attitudes during social interactions. This process is referred to as social learning. When used in a commercial setting, social learning has the potential to be an effective method for resolving issues and cultivating a culture that values ongoing education and progress. Sharing best practices, working together on problem-solving, giving mentoring and coaching, and providing formal training programs are examples of ways in which social learning can be used to solve issues that arise in business. Employees may learn from one another and use this information in their own work, leading to more effective and efficient problem-solving since they can leverage their colleagues' various skills and experiences.
• #11 Social learning may alter how an employee perceives an issue in several different ways: It may provide a fresh viewpoint on the issue at hand. An employee can get a fresh perspective on the issue at hand and be inspired to investigate other methods for resolving it after engaging in conversation with others and listening to what they say about it. The feeling of support and encouragement that may be gained via social learning is essential. When workers have the impression that they are team members and that others are eager to assist them, they may be more driven to handle an issue and have higher confidence in their capacity to do so. A feeling of responsibility may be gained by participation in social learning. Employees may develop a stronger feeling of duty to see a problem through to its conclusion if they collaborate to find a solution. Because of this, it may be easier for them to maintain concentration and dedication to discovering a solution. In general, social learning has the potential to be a vital tool that may assist workers in better seeing difficulties and working together to find solutions to such problems.
• #12 In a variety of ways, the processes of problem-solving may be the same while also being different when handled through social learning as opposed to formal instruction. One of the essential distinctions concerns the origin of the information and the direction. During formal education, the information and direction are often conveyed to the student by a teacher or instructor knowledgeable in the subject field. In social learning, knowledge and direction may originate from various sources, such as peers, mentors, and other community members. The learning process's structure and organization are another difference between the two methods. Formal training is often more planned and structured than informal training and has a distinct set of goals, objectives, and results.On the other hand, social learning is often less formal and may be more open-ended than traditional learning; its primary emphasis is exploring and finding new ideas and approaches to problems. There are also distinctions between the various problem-solving methods that may be employed for the various kinds of learning experiences. Formal training may place a greater emphasis on ways to problem-solving that are more organized and methodical. In comparison, social learning may place a greater emphasis on techniques that are more collaborative and iterative. Despite these distinctions, there are many parallels in the problem-solving process, whether it is approached via social learning or formal instruction. Both techniques entail breaking issues down into component elements, coming up with possible solutions, analyzing those answers, and employing critical thinking and problem-solving abilities to determine which option will be the most successful. Both strategies entail gaining knowledge via experience and using feedback to improve performance.
• #13 Social media for professional social learning can be an invaluable tool. Providing employees with an outlet or vehicle that maybe used to deepen ones understanding of a subject matter, not only strengthens knowledge, but builds professional relationships. Organization’s must ensure they have a strong policy on social media platform usage because responsible use is essential but must also appreciate their presence can impact the organizations reputation. Brand and brand building influence how the firm succeeds in the industry. The proper use of any social media platform, YouTube, Instagram, Twitter, or Facebook begins with following proper protocols regarding the platform’s rules of engagement and should be incorporated in the company’s policy and rules and regulations (Ivec, 2013, par. 3). According to Chen, et al,(2021) ”a Forbes article conclude personal branding, which also is developed with social media platform use is not a preference; it is an influential leadership promoter (par.1). Therefore, all users should be cognizant that not only are they influencers of the organization’s brand they are promoting their own when they use social media tools. Social media use in a learning environment is a share leadership role.
• #14 The appropriate use of social media platforms, allows for enriched learning interactions, educators and learnings are able to share immediate responses an information. The shared content can be discussed and evaluated, the use of pictures, text, videos are useful and stimulate deeper learning. Users experience a connectedness to other users and a better comprehension of the content and subject matter. According to LAMorte (2022)” it is important to be your best over the media and in person. People will reflect off of one another no matter the demographics.”
• #15 A shared social media platform, speaks to a share responsibility and share leadership privileges that represent the organization. Chukwuere (2021) wrote, social media and social learning enhance a student’s learning ability and retention capabilities because learning can be experiential and interactive through shared creativity and innovative thoughts and ideas (para. 2).