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Industrial & Organisational : Introduction : Personnel : Organizational psychology : Occupations: Work environment: Index : Outline

The Age of the Learner[edit | edit source]

Learning and Development can be described as interventions and activities that are intended to improve the knowledge and skills in organisations which increasingly focus on the learner.[1]

Terms such as 'training, 'development', 'learning' and 'education' are often used interchangeably. There are differences and distinctions between them and they may become blurred and less clear cut.[2]

(A) Education Learning
(B) Training Development

Both refer to the process by which an employee' attitudes, behaviour or performance is changed

  • Education
    • Develops intelectual capability, conceptual and social understanding
    • Develops work performance through the learning process
  • Learning
    • Focussing on the changes which take place within the individual
    • The process by which knowledge, skill or attitude is gained
  • Training
    • Narrower concept that involves planned instructional activities
    • May use departmental processes and activities
  • Development
    • Different views on the interaction of internal/external factors, Part of Human Resource Management. It may also describe the organisations strategy for managing the process
    • Outcomes may be long lasting but may diminish over time

Trends and topics in L&D[edit | edit source]

  • Coaching
    • An effective learning tool
    • Impact on bottom line/productivity
    • Intangible benefits
    • Aids improvement of individual performance
    • Tackles underperformance
    • Aids identification of personal learning needs
  • Continuing Professional Development
    • Integration of learning at work in a meaningful/relevant way to the individual (self directed)
    • Updating of skills, knowledge and experiences
    • Enhances career development and employability
    • Enables individual to become a more effective learner
  • E-learning aka Online Learning, Distance Learning, Web-Based Learning
    • Easy accesibility (time/location)
    • Own pace
    • Consistency of training
    • Quick dissemination of knowledge
    • More effective transfer of knowledge
    • Effective learner-centred development
    • Blended learning, involving on-line discussions, virtual classrooms
  • Management Development
    • Better business fit in terms of aims/objectives, values and ethics
    • Enhances career development strategies
    • Enhances co-operation and integration at planning/operational levels
    • Enhances decision making processes - making them more informed, such as forecasting, change management

See also[edit | edit source]

External links[edit | edit source]

References[edit | edit source]

  1. Sloman.M. Training in the Age of the Learner. London. Chartered Institute of Personnel and Development, (2003)
  2. Marchington. M. and Wilkinson. A. Human Resource Management at Work (People Management & Development) 3rd Edition 2006 London CIPD ISBN 1-84398-062-2
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