Personal Learning Environment
There is a set of methods that together represent technology training. This set is called a personal Learning Environment (PLE). Even a year and a half after serious discussion, achieved only conditional understanding of what constitutes a PLE and how it can be used for training. Also has not yet reached the understanding that, for whom and in what cases it need. So far not reached even agreement, should the application be PLE, or simply a set of tools for user’s convenience.
Here is an attempt to explain why the idea of using PLE is attractive, and what kind of social and educational ideas are arguments in favor of the concept feasibility of its use. Here are some of the principles underlying the further development and implementation of PLE. Learning technologies should rather adapt themselves to the needs of learning, rather than vice versa. However, even this raises questions. Whether PLE what itself calls? Whether a student or surrendering only PLE educational systems should also influence its formation?
Why PLE and why now? A long training is hardly a new idea. It can be argued that the idea of a long education originates in retraining. Thus, in England by the Institute of mechanics, Trade Union and the Association of Training courses were organized for workers to improve their skills and access to training resources, and social activities. Although these activities were aimed at improving professional skills and knowledge, the main incentive was confident in the strength of education for the development of emancipation. Over the past 30 years the discussion lasting learning reduced to discuss narrower concerns.
Reduction of time life products, increase the speed of development and introduction of new technologies in the workplace and increasing instability staff necessitate the introduction of continuous learning of staff throughout the work to acquire new skills. And this begs the question – which will be responsible for doing it. While earlier vocational education was totally area of responsibility of the employer, now the main responsibility for training and maintaining compliance skills rests with the staff members themselves, sometimes with the support of the employer and with additional training courses and programs.
The idea of PLE implies constant learning and requires appropriate tools for this process. In addition, PLE also requires the active involvement of staff in their own learning. Moreover, the driving force behind the PLE is a multilateral education in different contexts, and not within a learning course. And this is directly related to the knowledge and understanding of the importance of informal learning.