Learning and Development

     Learning

 Learning is the process of person obtains and develops new knowledge, skills, capabilities and attitudes. “Learning is goal focused, that is based on experience, it effects behavior and cognition, and the changes brought about are relatively stable”(Armstrong, 2006 cited in Williams, 1998). “Learning has happened when people are able to exhibit that they know something that they did not know before(insights, realizations as well as facts) and when they are able to do something they were not able to do before (skills)” (Armstrong, 2006 cited in Honey and Mumford, 1996). These are types of learning.

     1)  Instrumental Learning - Learn how to do the job better once the performance standard is reached. Workplace learning assistance. 
    2)  Cognitive Learning – Results based on improved knowledge and understanding. 
    3)  Effective Learning – Results are based on the evolution of attitudes or feelings rather than         knowledge. 
    4)  Self-reflective Learning - the results are based on the development of attitude or emotions instead of knowledge.

The goal of the organization's learning policies and programs is to provide people with the skills, knowledge and skills needed to meet their present and future needs. In order to achieve this goal, it is necessary to ensure that trainees are ready to learn, understand what they need to know and be able to make and can make full use of existing learning resources, including support, to undertake responsibility for their learning and to guide their line managers.

Learning is a continuous process that leads to the development of skills, knowledge and attitudes that not only improve existing capabilities but also offer people wider and wider responsibilities in the future. Because Learning and Development is also very important factors now a days.

           

What encourages learning is the use of process models involved in the promotion of personal learning activities and the provision of training resources for their use. On the other hand, the provision of training means the promotion of knowledge and skills that need to be strengthened through training, program planning, decision-making on the teaching method, presentation of the content in a logical order in various formats. Including using the content model for learning.

There are two types on Learning. There are Informal and Formal Learning.

                                               Figure 1. Comparison between Informal and Formal Learning 


      Usually Learning Programmes are concerned with below mention facts.,

*  Define your learning goals.

*  Create an environment in which effective learning is possible (learning culture).

*  Use a mixed approach to learning.

*  adopt a systematic, planned, balanced approach to learning.

*  Identify training and development needs.

*  Provide various learning, development and learning processes, including e-learning, to meet these needs.

*  Assess the effectiveness of these processes

Development

                                            

Development is a delivery process that allows people to move from the current state of understanding and ability to future states that require higher levels of skills, knowledge, and skills. This is done in the form of learning activities to prepare people for more or larger tasks. We will not focus on improving the performance of the current work. “Learning experiences of any kind, whereby individuals and groups attain improved knowledge values, skills or their behaviors. That’s outcomes unfold through time,rather than immediately, and tend to be long lasting” (Armstrong, 2006 cited in Harrison 2000).  The development program focuses on learning plans based on personal development plans and experiences. You can use "Corporate University". Development can also take the form of behavioral learning and outdoor learning with a focus on administrators.

Training 

Training is the use of systematic and planned educational activities to promote learning. The approach can be summarized in the term "learning-based training". It involves the use of formal processes to impart knowledge and help people acquire the skills necessary to perform their work satisfactorily. It is described as one of the many answers an organization can take to promote learning.

           

Organizational Learning can be define as “an effective procedure for processing, interpreting and responding to internal and external information is primarily obvious” (Armstrong.A,2006 cited in Araujo and Samith.E,1999). Organizational learning related to the development of new knowledge or ideation, which is the mainstay of behavior. Theory of organizational training related to how training is learned in an organization. They focus on collectively trained, but they have a proposal, and organizations do not use actions that educate them, namely, the individual members of the organization are responsible for the training, which is the basis for the organization, which can help to create conditions that can be trained. The results of the organizational trainings have been developed in a variety of ways, based on company resources. It is consistent with one of the fundamental principles of human resource management, namely, that it is necessary to invest in the development of the intellectual capital, the organization of the economy and, thus, to educate and increase its own resources, knowledge and innovation.

                                  

Post Author : Heshanga Amarasiri

 Reference :

Armstrong, M. (2006) A Handbook of Human Resource Management Practice.10th edition.Great Britain:United Kingdom.

managementstudyguide.com (2018) Training and Development A study[online] available at: https://www.managementstudyguide.com/training-and-development.htm.[Accessed on: 02nd May 2018]

Wilson,J.P. (1999) Human Resource Development. Learning for individuals and organizations [online] Available at: https://www.managementstudyguide.com/training-and-development.htm. [Accessed on: 04th May 2018]