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                百度在線游戲學習的新奇、個性化 > 移動學習資訊 > 百度在線游戲學習的新奇、個性化
                瀏覽次數:21  日期:2018-08-30 10:40:21  來源地址:http://www.mxcc360.com/index.php/Thinktank/detail/id/895.html
                百度每年會有很多“小鮮肉”加入這個大家庭,新手入職需要了解89個知識點,為了將這么多知識輸送給百度新人,百度以網頁端游戲的形式呈現給新人,即開發以教授知識技巧、提供專業訓練和模擬為主要內容的游戲。


                縝密的員工畫像調查


                做培訓如同開發產品,需要重視產品設計和產品運營。為了摸清90后員工的畫像,百度展開了大量調研。


                經過調研了解到,90后員工所青睞的產品特征:具有情感共鳴、新奇特、個性化、冒險、自由、參與感、趣味性。因此,百度決定以游戲的形式傳授知識,這種方式遠遠超過用長篇文字寫成的新人成長指南。


                5個階段,逐步傳遞學習


                搭建框架是最難的,需要了解到每一位新人在最初6個月中,每個階段最需要什么樣的知識輸入。


                新兵項目組HR采用影子人行為觀察法,在關鍵結點跟蹤新人入職后的第一天、第一周、第一個月、第一個季度,最后梳理出了89個所需的知識點。

                又采用MECE原則(Mutually Exclusive Collectively Exhaustive,相互獨立,完全窮盡),保證傳遞的學習內容面面俱到,藕斷絲連,最終以員工成長時間周期為維度入手,劃分為5個篇章。

                first day入職篇:常用電話本、行政支持找助理、百度移動辦公APP、IT特別提醒、撰寫自己的介紹信。

                first week學習篇:目標設定、新人學習資源池、導師輔導。

                first month工作篇:辦公利器介紹、百度常用網址、財務報銷等。

                first quarter關懷篇:各類員工關懷活動、社團組織、健身醫療支持介紹。

                Half year 成長篇:轉正指南、參加新人中期回顧會。


                多樣化主題,樂趣無窮


                游戲形式敲定后,HR決定去百度貼吧里泡吧,尋找90后最喜歡的頁游。在“90后頁游吧”里,HR找到了答案,決定仿照“冒險島”的形式開發游戲。游戲主人公“百小度”根據百度工程師的形象設計,他們游走在游戲地圖中就仿佛進入了自己的學習地圖。

                入學篇之游樂場

                場景寓意

                百度舒適的辦公環境,公司綠化面積達到50%以上。




                “百小度”由此邁出他在百度的第一步。


                首先,他經過一個大牌坊,上面寫著IT\行政\HR 服務熱線及網址,對面會走來一名曼妙的助理MM,對百小度說:“有任何行政問題可以隨時找我,咱們公司100名員工就配備1名助理。”

                接著往前走,路上會彈出各類二維碼提示安裝內部移動辦公APP,這樣你就可以在任意地點和時間輕松辦公。

                再往前走,前方不遠處還有臺電視機,電視里播放著各類常用辦公軟件使用方法,轉了一圈安安靜靜的坐回工位,提示你撰寫一封入職郵件讓大家認識你。信息大爆炸的first day 結束。

                學習篇之海底隧道



                場景寓意

                海底隧道里源源不斷輸送著各種知識。

                進入學習篇之后,百小度需要面見雙導師。

                與業務導師一對一,到ERP設定試用期工作目標,與文化導師談如何理解公司文化快速融入。

                踏著輕快的腳步去參加新兵訓練營和職業化培訓,結識新友新人路途不孤單。E-learning線上學習鏈接及學習咨詢郵箱一并附上。

                工作篇之陽光海灘



                場景寓意

                公司給最自由的空間——在百度沒有上下班打卡制度,員工們可以穿著舒適的拖鞋、T恤來上班。

                在這個場景中,“百小度”可以學習到:百度內部常用平臺相關知識、公司常用縮、創意去哪提交、百度上百種產品、財務差旅如何處理等內容。

                讓“百小度”們到工作篇去尋找吧,工作所需基本信息一網打盡。

                關懷篇之熱帶雨林



                場景寓意

                百度對于員工的關懷就像物資豐富的熱帶雨林。

                百度關懷太豐富,首當其沖出現在眼前的是由百度CEO李彥宏提出的最高獎100W美元,主要針對公司總監級別以下的,對公司產生卓越貢獻的基層員工,獎勵對象為10個人以下的小團隊,鼓勵“小團隊做出大事業”的互聯網基本精神。

                同時,百度20多個社團介紹盡在其中——街舞社come baby ! time to dance、音樂社 crazylisten、滑輪社move your body、動漫社chinajoy 不輸陣、電影社看電影品人生……

                成長篇之天宮仙境



                場景寓意

                來到百度我們會給你最大的平臺讓優秀員工脫穎而出,這也是百度人才觀的主題詞。

                “百小度”來到仙宮,認真參看轉正指南,了解轉正流程與經理確認是否完成試用期KPI。參加百度學院為大家開設的新人中期回顧沙龍,與高官面對面親授成功經驗,員工在百度發展中期解惑答疑。游戲尾聲是李彥宏對新人講話視頻。

                經過6個月的相伴,這款新人成長嚴肅游戲至此通關。“百小度”也不再是小白,而是可以順利進入工作狀態的員工了。

                新員工對游戲的感受

                打開有驚喜的感覺。每個環節用童年的回憶冒險島模式串聯起來,讓我不斷渴望玩下去。

                跟著百小度一邊跑一邊闖關,解決了一大批小白們的問題,比如如何跟大家自我介紹和融入,有問題找助理MM,還有社團、轉正等信息。一關一關地闖過,我自己也感覺離融入百度更近了一步。

                過程中看到很多卡通形象,總能讓人會心一笑。不僅設計得好,更感受到百度員工氛圍的溫馨。感覺這里不僅像一個大學,更像一個溫暖的大家庭,大家相親相愛,在一起生活、工作、學習,共同成長和進步。


                網絡平臺創新轉型注意點


                當前,很多企業的在線學習平臺處于轉型過程中,新型在線學習平臺打破了員工原有的培訓體系,這對于員工來說,需要一個接觸、適應的過程。如何讓平臺盡快產生價值,促進員工能力素質增長、績效水平提高,應做好以下三方面的管理。


                創新任務配發方式


                在線學習平臺投入使用初期,員工尚未形成線上學習的習慣。此時,需要通過配發課程任務,引導員工學習。

                企業可以抓住各類人員培訓的“痛點”,為各類人員配發在線年度任務,統一配置基礎性必修課程。

                在此基礎上,根據各類人員特點,配置選修課程,設置學時、學分和任務完成期限,以學習任務的方式派發給每位員工。這樣,便把任務完成的主動權交給員工,促進他們通過自主學習,逐步培養線上學習習慣,增長知識。


                探索混合式學習模式


                企業可以通過推廣平臺特色功能,開展線上個性化定制培訓,同時,與線下培訓相結合,開展混合式培訓,進一步增強培訓效果。


                根據需求為特定培訓對象配發在線學習任務,此類培訓主題明確、學習目標和培訓內容清晰、時間靈活并可在線交流學習心得。

                另外,與線下培訓結合,邀請外部講師針對此項培訓任務進一步深度講解,進一步拓展線上培訓的效果;反過來,針對線下培訓,可以在培訓結束后,開展線上學習,加深學習效果。


                例如針對技術狀態管理的培訓,線下培訓結束后,企業可以為參訓人員配發相關學習資料和自測題目,使學員進一步鞏固和提升學習成果。


                創建培訓獎勵機制


                由于在線培訓是基于網絡學習環境,是一種個體行為的學習,學習的成效完全由個人決定。馬斯洛的需要層次理論認為:“人都有受尊重和自我價值實現的需要。”

                因此,在培訓過程中,應讓培訓學員認識到接受培訓不僅是為企業創造效益,也是提升個人能力的渠道。


                企業應在培訓過程中,探索建立相應的在線學習管理辦法、學習積分管理機制、學習獎勵機制,如評選“優秀學員、優秀講師”等活動,進而有效地刺激學習者的學習動機,在員工之間形成一種“你追我趕”的競爭局面,從而有效地促進企業e-learning的推廣和普及。


                文章來源:培訓雜志


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