LEARNING & DEVELOPMENT IN HRM POINT OF VIEW

 

WHAT IS L&D?

Learning and development, commonly known as L&D, is a constant process of promoting your employees' professional development. It entails identifying skill shortages in your organization and developing training programs to provide staff with specific knowledge and abilities that will drive increased performance. This can be accomplished by providing workshops, online learning, mentorships, and development opportunities. You can also accomplish success through improving individual behavior, sharing knowledge and ideas, and building attitudes that help employees perform better.

L&D typically focuses on up skilling or reskilling employees so that they can take on new positions in the organization or execute their duties more effectively. Training can also teach employees new leadership abilities, preparing them for prospective company advancements. This assists organizations in acquiring, nurturing, maximizing, and retaining talent. It also improves employee happiness, the employee experience, and reduces turnover.

 

WHAT IS L&D IN HR?

One of the primary roles of any organization's HR department is learning and development. Implementing L&D activities that consider development at all levels of the organization is typically the duty of the HR manager. In larger firms, however, the employee development plan may be administered by a specific L&D role or department. This includes detecting training gaps and implementing employee training programs that are in line with HR's broader company strategy. (Symonds C, 2022)

 

THE DIFFERENCES BETWEEN TRANING & EDUCATION vs. LEARNING & DEVELOPMENT

 

TRAINING

Training is just learning by doing. It is a well-planned program targeted at strengthening specialized manpower skills and knowledge.

LEARNING

Learning is defined as a generally permanent change in behavior or potential behavior brought about by direct or indirect experience. Thus, learning is defined as a change in behavior as a result of experience.

EDUCATION

It is learning theoretically in the classroom. The goal of education is to provide theoretical knowledge while also developing reasoning and judgment skills. HR Specialists are well aware that any training and development program must include an educational component.

DEVELOPMENT

Development refers to learning opportunities that are aimed to help employees grow. Development is not primarily concerned with skills. Instead, it delivers general knowledge and attitudes that will be useful at higher levels.

(Geektonight, 2022)

(Image Source: https://www.aihr.com/blog/learning-vs-training/)

 

KEY PRINCIPLES OF LEARNING

01.Kolb’s Learning Styles

In 1984, David Kolb published his learning styles concept, from which he derived his learning style inventory. Kolb's experiential learning theory has two levels of operation. A four-stage learning cycle with four distinct learning styles. Much of Kolb's theory is concerned with the internal cognitive processes of the learner.

According to Kolb, learning entails the acquisition of abstract concepts that can be used flexibly in a variety of situations. According to Kolb's idea, new experiences offer the drive for the emergence of new concepts.

(Mcleod S, 2023)

(Image Source: https://simplypsychology.org/learning-kolb.html)

02. Honey and Mumford Learning Styles

Peter Honey and Alan Mumford published the Honey and Mumford learning styles in 1986. The learning styles model developed by Honey and Mumford specifies four distinct learning styles. According to the hypothesis, each of us prefers to learn using one, or at most two, of these different learning styles. (Expert Program Management, 2023)

(Image Source : https://expertprogrammanagement.com/2020/10/honey-and-mumford/)

03. VAK Learning styles

The term VAK refers to the three most frequent learning styles: visual, auditory, and kinaesthetic. 

VISUAL learners - learn by seeing                       

AUDITORY learners -learn by hearing                                                         

KINAESTHETIC learners - learn by moving. Kinaesthetic learning is most closely associated with the sense of touch.

(Lupton.K, 2021)

(Image Source: https://www.youthemployment.org.uk/what-are-vak-learning-styles-and-what-learning-style-suits-you/)

COMMON LEARNING AND DEVELOPMENT METHODS

 

01. Instructor - led training

Instructor-led training is the typical sort of employee training that takes place in a classroom and is delivered by a teacher.

This form of staff training can be quite effective, especially for complex topics. Instructors can answer particular employee questions or point them in the direction of more resources. They also enable highly trained teachers to tailor the training level and style to the personnel present.

2. ELearning

Employee training is delivered under E platforms using online videos, quizzes, and courses. Employees can complete their training in the palm of their hand using a smartphone or on workplace PCs.

It's one of the simplest types of employee training to implement across bigger populations, particularly for employees that work remotely or have a high turnover rate. It can also help to keep your staff involved in the training by using interactive games, tests, videos, activities, or even gamified components. 

3. Simulation employee training

The most common method of simulation training is to use a computer, augmented reality, or virtual reality equipment. Regardless of the initial expenditures of developing that software or technology, simulation training may be a vital alternative for personnel working in riskier or high-stakes areas. Simulation training is frequently used for pilots and doctors, but it can also benefit other employees.

4. Hands-on training

Hands-on training encompasses any experience training that is tailored to the needs of the particular employee. It is done directly on the job. Hands-on training can help employees fit precisely into their new or existing role while also improving their present skills. 

5. Coaching or mentoring

Coaching and mentoring have comparable characteristics to hands-on training, but the emphasis in this sort of employee training is on the interaction between an employee and a more experienced professional, such as their supervisor, a coach, or a veteran employee.

The one-on-one mentoring technique fosters an employee relationship that extends far beyond training. It also allows employees to raise questions that they would not feel comfortable asking in a classroom setting with an instructor. This training method can be completed in person or electronically via online coaching sessions. 

6. Lecture-style training

Important for getting big chunks of information to a large employee population, lecture-style training can be an invaluable resource for communicating required information quickly. 

7. Group discussions and activities

Set discussions and activities can be an excellent training option for the proper set of employees. It enables numerous employees to train at the same time in an atmosphere that is more appropriate for their current departments or groups. The discussions and exercises can be conducted by an instructor or supported by online prompts, which are then checked by a supervisor. Employee training of this type is best suited for situations that necessitate a collaborative approach to complex challenges. Find training activity suggestions here. 

8. Role-playing

Role-playing, similar group discussions, asks employees to work through one part of their responsibilities in a controlled scenario. As students work through the role-playing activity, they will be asked to evaluate various points of view and think on their feet.

Role-playing, like other group activities, is extremely useful yet may be unneeded for simple, straightforward themes. It also necessitates more employee time, potentially taking attention away from an entire department as they undergo the training. 

9. Management-specific activities

Management-specific activities are exactly that—manager-specific staff training. Simulations, brainstorming sessions, team-building exercises, role-playing, or specialized eLearning on management best practices may be included.

This ensures that managers have the foundation they need to support the rest of their staff. 

10. Case studies or other required reading

Finally, some employee training subjects are accessible via compulsory readings. Case studies, in particular, can give employees with a rapid approach to learn about real-world workplace difficulties. Employees can read these at their own pace or while participating in a team-building activity with other employees.

Case studies are an excellent choice for targeted themes, but more complicated topics will almost certainly necessitate more advanced sorts of employee training.

(Bleich C, 2023)

 

WHAT IS A LEARNING ORGANIZATION?

A learning organization is one that tries to shape its own destiny. It is one that believes learning is a continuous and creative process for its members .Hence, they develops, adapts, and transforms itself in response to the needs and ambitions of individuals both inside and outside of itself.

Learning organizations liberate their employees. Employees are no longer just bystanders in the equation. They learn to communicate their thoughts and challenge themselves to contribute to the creation of a better work environment by taking part in a paradigm shift from the old authoritarian workplace ideology to one in which the hierarchy is broken down and human potential is maximized. Learning organizations establish an environment in which individuals may "create the results they truly desire," as well as learn to learn together for the benefit of everyone. (peopleHum, 2022)

 

WHAT IS A LEARNING AND DEVELOPMENT STRATEGY?

                                                                                                                              

A learning and development (L&D) strategy outlines the workforce capabilities, skills, and competencies required by the organization, as well as how they can be developed to ensure the organization's long-term success.

Organizations must adapt to shifting external challenges, and our Creating Learning Cultures report emphasizes the critical role of L&D in this. The L&D strategy must reflect and drive progress toward the broader corporate strategy. It must also be consistent with the people strategy, which includes talent and recruitment. When designing a strategy, it is beneficial to adopt the financial and operational language. This facilitates widespread understanding of L&D within the organization.

The foundation of an L&D strategy will demonstrate how the organization's performance needs are satisfied through employee development.

(The Chartered Institute of Personnel and Development, 2022)

(Image Source: https://whatfix.com/blog/learning-organization/)

1. More prepared, productive employees

Employees that are highly engaged and determined to learn about their work, their field, and their firm not only feel better prepared to excel in their roles, but they also become more productive. Better productivity means more resolutions and less reliance on outside consultants, which reduces expenses and increases profitability in the long run.

2. Invests in your people

Prioritizing learning and development (L&D) allows team members to perform at their best. As a result, employees are motivated to grow as individuals as well as employees with the organization. This investment demonstrates to employees that leadership will assist them in developing their abilities and knowledge throughout the employee life cycle.

3. Reduced employee turnover

Learning organizations encourage employees to become more involved, foster a better community, and inspire team members to take pride in their work and position within the corporation. All of these elements work together to ensure that more employees stay with a company for a longer period of time, minimizing the expenses associated with employee turnover.

4. Shared knowledge

Through information sharing, learning organizations boost efficiency and develop relationships. This removes the need for employees to waste valuable time spinning the wheel, improves comprehension, and ensures that everyone has a clear understanding of what is required for success.

5. Overall innovation

The learning organization framework develops organizations by promoting creativity, brainstorming, and experimentation, which increases total innovation. Allowing employees the space (and time) to learn, explore interests, and share their thoughts allows them to succeed at their jobs.

 (Gupta D, 2022)

CONCLUSION

Learning and development is one of the key areas of modern human resource management and having a direct impact for a successful HR management as well as in fulfilling overall organizational goals.

Learning and development system directly & indirectly improve the skill levels, knowledge, performance, creativity and the awareness of the employees which will ultimately benefited the organization in longer terms.

An organization which is having a strong L&D strategy will always overcome the competitive challenges in the working environment and will be highlighted than an organization which is having a weak L&D strategy.

REFERENCES

Bleich C(2023)edgepoint learning.Top 10 Types of Employee Training Methods[Online]Available at https://www.edgepointlearning.com/blog/top-10-types-of-employee-training/ Accessed on 07^th April 2023.

Expert Program Management(2023).Honey and Mumford Learning Styles[Online]Available at https://expertprogrammanagement.com/2020/10/honey-and-mumford/ Accessed on 07^th April 2023.

Geektonight(2022) What is Learning? Characteristics, Process, Nature, Types of learners [Online] Available at https://www.geektonight.com/what-is-learning/ Accessed on 07^th April 2023.

Gupta.D(2022)whatfix.What Is a Learning Organization? +Benefits, Core Principles (2023)[Online]Available at https://whatfix.com/blog/learning-organization/ Accessed on 07^th April 2023.

Lupton K(2021).Youth Employment UK.What Are VAK Learning Styles And What Learning Style Suits You?[Online]Available at https://www.youthemployment.org.uk/what-are-vak-learning-styles-and-what-learning-style-suits-you/ Accessed on 07^th April 2023.

Mcleod S(2023)SimplyPsychology. Kolb’s Learning Styles And Experiential Learning Cycle[Online]Available at https://simplypsychology.org/learning-kolb.html Accessed on 07th April 2023.

peopleHum(2022) Learning organization[Online]Available at https://www.peoplehum.com/glossary/learning-organization Accessed on 07th April 2023.

Symonds C(2022)factorial. What is the Role of HR in Learning and Development (L&D)?[Online]Available at https://factorialhr.com/blog/learning-and-development/ Accessed on 07^th April 2023.

The Chartered Institute of Personnel and Development(2022).Learning and development strategy and policy[Online]Available at https://www.cipd.co.uk/knowledge/strategy/development/factsheet#gref Accessed on 07^th April 2023.