Learning / Training Development: Sharda University

LEARNING / TRAINING DEVELOPMENT

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Learning …. when people can demonstrate that they know something they did not know before (insights, realisation as well as facts) and they can do something they could not do before ( skills). HONEY & MUMFORD [1996]

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Development: …. a person’s ability and potential are grown and realised through the provision of learning experiences. Allowing people to progress from a present state of understanding and capability to a future state which is at a higher-level of skills, knowledge and competencies are required.

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COMPARISON LEARNING AND TRAINING

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“Learning is the process by which a person constructs new knowledge, skills and capabilities; where as training is one of several responses an organisation can undertake to promote learning” Reynolds etc 2002 SHARDA UNIVERSITY

Learning “lies within the domain of the individual” Training “lies within the domain of the organisation”. Sloman 2003

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Learning Styles. Kolls 1974

Concrete Experience

Testing Implications of concepts in new situation (Application)

Observation / Reflection

Formation of abstract concepts and generations SHARDA UNIVERSITY

Kolls continued Accommodators – trial & ever – combining concrete experience & experimentation. Divergers – preference for concrete learning experiences. Convergers – preference for abstract & experimentation. Assimilators – preference for reflective & abstract dimensions SHARDA UNIVERSITY

Honey & Mumford Concrete experience

- REFLACTORS

PRAGMATISTS Active experimentation

Reflective Observation

Abstract Conceptualisation

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ACTIVITY Write down a list of new skills or knowledge you have recently acquired. Next to each item write down how you went about learning these skills. Use this information to identify your preferred learning style.

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Steps in Learning Unconscious competence

Conscious competence

Conscious Incompetence

Unconscious incompetence

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Accelerated Learning Traditional • Rigid • Somber • Single-path • Competitive • Verbal • Controlling

Accelerated • Flexible • Enjoyable • Multiple- path • Collaborative • Multi-sensory • Nurturing

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Informal & Formal Learning Informal Learning:- Up to 70% Learning? Reynolds 2004 – The simple act of observing more experienced colleagues can accelerate learning: conversing, swapping stories, cooperating on tasks and offering mutual support deeper and solidify the process…. Exercise: Give 3 advantages & 3 disadvantages of Informal learning.

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Advantages:• Learning efforts are relevant and focused on the immediate environment. • Understanding can be incremental. • Learners define now they will gain the knowledge they need. • Learners can readily put their learning with practice.

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Disadvantages • It may be left to chance. • It can be unplanned therefore leaving gaps. • Bad habits.

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