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3.5 Learning & Development - Coggle Diagram
3.5
Learning & Development
Assessing needs in learning and development
the best-practice approach sees the identification of learning and development needs as a partnership between individual employee(s) and the organisation
L&D must target to an extent the aspirations of employees and not focus only on improving organizational performance
Two main approaches to assessing these needs are (Torrington et al., 2014, p.296):
The profile comparison approach
relying on matching the employee’s competency profile with the job requirements.
The problem-centred approach
focusing on any performance issues and exploring reasons for these.
Learning & Development Methods
On the job learning
Self-development
can be seen as a
natural form of learning
Social learning
is a method that enables an individual to get to know their role, department and the organisation from another perspective(s).
Coaching
refers to personal and professional development support received through relatively informal and direct contact with a more experienced colleague
Mentoring
as a learning support mechanism is similar to manager coaching but is a wider and longer established concept.
Personal and Emotional Guidance
Advocacy
Role Modelling
Strategies and System Advice
Learning Facilitation
Learning technologies
(also known as e-learning) as communication and information technologies that support learning
Off-job Learning
This category includes
formal education
and
training
Talent development
Talent identification
recruitment and selection is one way but too much emphasis on that would demotivate other employees making them feel undervalued
A balance between external and internal talents is the most appropriate
A formal talent management strategy is needed
Evaluation of training and development
evaluation should be done at four levels (Kirkpatrick, 1959):
Reaction level (how have the trainees immediately reacted to the training?)
Learning level (have the leaning objectives been met?)
Behaviour level (how has the individual’s behaviour changed after training?)
Results and impact (what is the impact of training on performance?)