Principles of know-how training

The knowhow corresponds to so-called procedural knowledge, that is to say the ability to solve a concrete problem, such as unblocking a machine or succeeding in a negotiation. Know-how training is therefore different from theoretical learning, which gives rise to impersonal, so-called declarative knowledge (e.g.: 1+1=2). Work on the knowhow involves a personalized approach, because each individual will build their own skills through action. The master-apprentice interaction illustrates this process well, and this pairing was also the basis for learning know-how. Today, the method has been improved to provide workers with a more effective training environment in the workplace.

The approach includes 4 successive and complementary phases:

• Concrete experimentation, during which the learner is put into a work situation with a specific educational objective;
• Analysis, during which the learner takes a step back from his experience and reflects on its meaning;
• Conceptualization, a generalization phase where the learner derives the properties relating to learning;
• Active experimentation, a stage where the concepts or hypotheses formed will be verified in a new active situation.

These steps are necessary to achieve experiential learning, but each learner can focus on one phase or another depending on how they proceed. In this context, the simulation requires individualized support so that all the steps are carried out. The action of Know-how training can be extended by the wiki, that is to say the constitution of an encyclopedic corpus. This practice allows learners to formalize learning, and therefore to finalize its conceptualization.

Fifty, the know-how training action with digital application

Experiential training meets a concrete need within the company. As a result, it targets specific skills. This method is especially interesting for the acquisition of human skills called “soft skills”, which correspond to behavior that is both more flexible and more productive.

Fifty, a digital platform for Action de Formation En Situation de Travail (AFEST) offers an experiential learning program. This action of Know-how training is aimed at corporate employees who want to increase their skills. The method used on the platform is based on the Nudge approach, which consists in initiating effective behavior change without using coercion. This approach, combined with the experiential learning method, makes it possible to obtain a high level of engagement as well as concrete results.

With regard to the situation of learners, Fifty offers a list of daily micro-actions to be carried out in order to improve everyone's skills. Artificial intelligence is then used to build a personalized journey. The method includes the various phases of action-based training, ensuring a rapid evolution of the employees who participate in it. Moreover, changes are quantifiable at the individual and organizational levels, in real time.