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Copyright © Wondershare Software
Principles of Learning
Human Resource Development
Copyright © Wondershare Software
Introduction
• Learning is the process by which a person constructs Knowledge, Skills and Capabilities.
(Martyn Soloman: 2004)
• Learning is a relatively permanent change process and always refers to some systematic change in behavioral disposition that occurs as a consequence of experience in some situation over a period of time.
Learning is at the heart of training and development
Copyright © Wondershare Software
Learning- Concepts and Dimensions
1. Learning is a Universal Phenomenon2. Learning as a Lifelong Pursuit3. Learning under formal and Informal Conditions4. Learning as a Basis of an Individual’s Behaviour5. Learning as an Integrated Process in an Individual6. Stimulation for Learning7. Learning is an Evolutionary Process8. Learning as a Shared Undertaking
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Components of Learning
1. Information2. Knowledge3. Skills and Competencies4. Knowledge of Skills and Competencies5. Attitude and Values
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Learning Cycle
Reflecting
ReviewingPlanning
Doing
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Learning-Uniqueness of an Individual
• Learning is an individual process• Decision to learn lies with the participant• Selectivity in Learning• Pace of Learning
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Factors Influencing the Learning Process
• Personal Factors• Environment Factors
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Personal Factors
Personal Factors
Consistancy between the personal and the programme objectives
Participants’ learning styles and skills
Previous Training experiences of the participants
Reason and manner of nominationIncentives or
benefits for learning
Desire for personal growth and development
Self image and level of self-esteem
Situation in the organisation
Family Situation and personal problem
Copyright © Wondershare Software
Environmental Factors
Personal Factors
General Learning environment in the programme
Program contents or topics
Training Strategies, methods and Techniques
Trainer, training team
Relationship with other members of the group and trainers
Composition of the training group
Copyright © Wondershare Software
Pitfalls of Learning
• Uncertain about what is expected• Lack of managerial ability• Difficulty in measuring• The changes after learning can be diluted or lost• Aversion towards learning
Copyright © Wondershare Software
Learning Organization
• Enhance the potential of the ‘human asset’.• Learning cannot be left to chance.• As organizations develop in to learning organizations,
this has a profound impact on the relationship between work and learning.
• Organizational Learning is the culture of continuous learning to maximize performance and capacity.
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Characteristics of Learning Organization
1. Systematic problem solving2. Experimentation with new approaches3. Learning from own experience and past history4. Learning from experiences and best practices of
other organizations.5. Transferring knowledge quickly and efficiently
through out the organization.
Copyright © Wondershare Software
Characteristics of Learning Organization
6. Encourages people to identify and satisfy their own learning needs.
7. Provides individuals with regular reviews on performance and learning needs.
8. Provides feedback on performance and achieved learning
9. Provides new experiences from which people can learn
10. Facilitates the use of training on the job.
Copyright © Wondershare Software
A Learning Organization
• Learns collaboratively, openly and across boundaries• Values how it learns as well as what it learns. • It invests in staying ahead of the learning curve in the
industry• It gains competitive edge by learning faster and
smarter than competitors• It turns data into useful knowledge quickly and at the
right time and place• It enables every employee to fell that every
experience provides an opportunity
Copyright © Wondershare Software
A Learning Organization
• It exhibits little fear and defensiveness and learns what goes wrong
• It takes risks but avoids endangering the basic security of the organization
• It supports people and teams who wish to pursue action-learning projects.
• It depoliticizes learning but not penalizing individuals for sharing information.
Copyright © Wondershare Software
Training and Learning
Training
• Instructor led• Content Based• Intervention to bring
desired changes in behavior
Learning
• Self-directed• Work-based process• Intervention to
increase adaptive capacity
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Participants Learning Styles
• Preference for specific type of Training Activities• Willingness to put in extra efforts for Learning• Degree of dependence on the Trainer• Level of Interpersonal Competencies
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Ways in which Participants Learn
• Affirmation or Endorsement of existing learning
• Building on present level of learning and competencies
• Development of new knowledge and competencies
• Learning after going through a process of de-learning or un-learning
Copyright © Wondershare Software
Methods of Learning in a Training Programme
1. Direct inputs by the trainers.2. Learning through sharing within the
training group3. Learning through practice and exercise4. Formal or informal methods of
observation5. Out-of-session exchanges with
participants and trainers.
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Process of Learning in a Training Programme
1. Need for an Integrated Approach to learning in Training
2. Cycle of Learning in a Training Programme3. Learning as an Integrative and Collaborative process4. Conscious and Subconscious Learning
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Factors contributing to enhance learning
Learning Enhancement
Factors
Trainee characteristics
Trainer capabilities
Training Environment
Training Design
Transfer of Training
Copyright © Wondershare Software
Learning Theories
Burns (1999,p.99) ‘conceives learning as a relatively permanent change in behavior with behavior
including both observable activity and internal processes such as thinking, attitudes and emotions’.
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Organizational Learning Process
Learning Process
Acquisition
Application
Personalization
Actualization
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Acquisition
Capturing Learning
Reflect Identify Learning
Do Apply
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Actualisation
Learning Style
Activist Reflectors
Pragmatist Theorist
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Organizational Learning Culture
ORGANISATIONAL LEARNING CULTURE
Supporting employees for
continuous learning through
training and development, performance appraisal and
rewards
New Behaviour of creativity,
innovation and knowledge generation.
Copyright © Wondershare Software
PRICIPLES OF LEARNING
• Principles of learning are very useful in order to impart maximum knowledge and skills.
• Each principle should be interpreted and applied carefully in full consideration ofthe particular task being learned and thecontext in which the learning takesplace.
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Principles of Learning
• Learning is fundamentally social• Cracking the whip stifles learning• Learning needs a conducive environment.• Learning crosses hierarchical bounds• Self-directed learning fuels the fire• Learning by doing is more powerful than memorizing• Failure to learn is often the fault of the system, not the
people• Sometimes the best learning is unlearning
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Learning TRENDS
• E Learning• Blended Learning
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E learning at Workplace
Internet
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E Learning Recent Trends
• Don't expect to see many new hires in learning even with an economic upturn
• Expect more learning from video but not the high-end, carefully edited videos
• Watch for podcasts and more formal Webinars to grow in use
• Provide a good search engine that enables users to find the content when they need it
• Make sure you also provide "people searching" capability, sometimes called expertise location
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Continued…
• Bring virtual classroom capabilities to your organization
• Expect mobile learning to increase
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Blended Learning
Blended learning is defined as a method of educating at
a distance that uses technology (high-tech, such as
television and the Internet or low-tech, such as voice
mail or conference calls) combined with traditional
(or, stand-up) education or training.
Copyright © Wondershare Software
• The range of instructional options that are available within an E-Learning program is immense.
• Blending involves providing the end-user with the appropriate learning delivery mode (ILT classroom, virtual classroom, web-based tutorial, CD-ROM, mentoring, team collaboration, and print) to support the learning objectives
Copyright © Wondershare Software
• The power of the blend is in sequencing the activities, engaging the learner in different ways, and then optimizing the combined learning effect.
• In a blended course, truly "the whole is greater than the sum of the parts."
• The design challenge is to create the most effective synergy of activities and learning style engagements.
Copyright © Wondershare Software
We are using the concepts of blended learning in our educational options
• Traditional workshops or seminars in conjunction with a teleconference feature
• Traditional courses with a continuing e-mail connection or ongoing dialog with the participants
• Traditional seminars with live television broadcasts to more than one site
• Or any other similar combination of technology and traditional educational programming
Copyright © Wondershare Software
Pedagogical designs for optimizing E Learning
• Learning by doing/ Designing• Scenario based Learning• Problem Based Learning• Goal Based Learning• Case Based Learning• Role Play Based Learning
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Copyright © Wondershare Software
Copyright © Wondershare Software
Copyright © Wondershare Software
Thank you !