Keep growing with comprehensive Learning and Development for inspire a better success!!!

"Learning and development is a systematic process to enhance an employee’s skills, knowledge, and competency, resulting in better performance in a work setting. Specifically, learning is concerned with the acquisition of knowledge, skills, and attitudes. Development is the broadening and deepening of knowledge in line with one’s development goals."

       

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The goal of learning and development is to develop or change the behavior of individuals or groups for the better, sharing knowledge and insights that enable them to do their work better, or cultivate attitudes that help them perform better (Lievens, 2011).

Learning, training, and development are often used interchangeably. However, there are subtle differences between these concepts, which are shown in the table below.

Concept	Description
Learning	The acquisition of knowledge, skills, or attitudes through experience, study, or teaching. Training, development, and education all involve learning.
Training	Training is aimed at teaching immediately applicable knowledge, skills, and attitudes to be used in a specific job. Training may focus on delivering better performance in the current role or to overcome future changes.
Development	Development is aimed at the long term. It revolves around the broadening or deepening of knowledge. This has to fit within one’s personal development goals and the (future) goals of the organization. Development usually happens voluntarily.
Education	Education is a more formal way to broaden one’s knowledge. Education is often non-specific and applicable for a long time and is especially relevant when a person has little experience in a certain area.

                                                    Table 01

Learning and development strategies

The most important thing HR can give an employer is a company that wins in the marketplace. The question is, what are the learning and development strategies that help to do this?

Based on this model, we identify four phases required to create an effective learning and development process.

1.     An analysis of training needs (starting situation)

2.     Specification of learning objectives

3.     Design of training content and method and evaluation

An effective learning and development strategy relies on a process in which one continually moves through these four phases. Let’s examine them one by one.

Phase 1. Analysis of training needs

The first step is an analysis of the starting situations and prior knowledge to identify training needs. We don’t want employees to learn for the sake of learning. Otherwise, we would be happy to send them on a pottery course. Instead, we want employees to acquire new knowledge, skills, and attitudes that are relevant for their (future) function. This way learning is a way to create new business capabilities.

Phase 2. Specification of learning objectives

The training needs need to be translated into learning objectives. These objectives serve as the starting point for the design of the training’s content and method.

Phase 3. Design of the training material and method

In this phase, the teaching material and learning method are determined. This is where the choices about the training material, teaching method, and learning activities are made. This is often done together with an external trainer or training provider, and ideally also with involvement from the trainee.

Phase 4. Monitoring and evaluation

The last phase of the learning process is monitoring and evaluation. In this phase, the learning objectives are evaluated and learning effectiveness is assessed. A very useful model for evaluating learning effectiveness is Bloom’s taxonomy, which we will explain later in this article.

We already mentioned some methods of learning – but there are many more. We will list several of them below. However, this list is far from comprehensive.

Methods of learning

We already mentioned some methods of learning – but there are many more. We will list several of them below. However, this list is far from comprehensive.

Benefits of Learning and development  

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Enhanced Skillset: Engaging in learning and development opportunities equips individuals with new skills and knowledge, enabling them to excel in their roles and stay up-to-date with industry trends.

 

Increased Motivation and Engagement: Providing opportunities for growth and skill improvement fosters a sense of purpose and commitment among employees, leading to higher job satisfaction and motivation.

 

Improved Performance: Continuous learning enhances performance by enabling individuals to apply new techniques, strategies, and insights to their tasks, resulting in increased productivity and efficiency.

 

Talent Retention: Organizations that invest in employee learning and development demonstrate a commitment to their employees' growth, which in turn boosts retention rates and reduces turnover.

 

Adaptability and Innovation: Learning and development encourage creativity and innovation, enabling individuals to adapt to changing circumstances and contribute fresh ideas to solve challenges in the workplace.

                               

Conclusion

In conclusion, learning and development are essential components for personal and professional growth. Through continuous learning, individuals can acquire new knowledge, skills, and perspectives that empower them to adapt and excel in a rapidly changing world. Furthermore, investing in employee development not only enhances job performance but also boosts morale and engagement within organizations. Lifelong learning fosters innovation and creativity, driving progress across industries and society as a whole. Embracing a commitment to ongoing learning and development is paramount for both individual success and collective advancement.

 

References

1.     Chapter 1. (2005). Introduction to Learning and Development. Retrieved February 11, 2020   from blackwellpublishing.com

2.     Dam, N.V. (Ed.). (n.d.). Elevating Learning and Development. Retrieved February 12, 2020 from mckinsey.com

4.     Learning and Development Strategy. (n.d.). Retrieved February 11, 2020 from nscpolteksby.ac.id

5.     Eraut, M J, Alderton, G, Cole, G and Senker, P (1998) Development of Knowledge and Skills in Employment, Economic and Social Research Council, London

6.     Learning & Development Strategies(2017) Available at  https://www.aihr.com/blog/learning-and-development/  Accessed on 14th July 2017.

7.     Comprehensive learning & development (2014) ,Available at https://www.aihr.com/blog/learning-and-development/