Learning AcquisitionHUMAN RESOURCE DEVELOPMENT

Learning Acquisition Learning is the key in the transformation of organizations. Without learning,

individual, team and organizational growth and development cannot occur. According to Gilley, et al (2002), learning occurs when an overt action results – and is demonstrated when behaviour changes. Individuals reflect on experiences and consequences, consider results of actions, and learn lessons accordingly.

Learning acquisition, in the simplest sense, occurs through communication of experience. Experience may consist of facts, truths, and ideas or may be taught by the use of words or by signs, objects, actions or example.

Ten Laws of Learning Acquisition

1. Learning agents must have a well-identified philosophy of learning.

2. Learning agents must isolate the need for learning or performance improvement.

3. Learning agents must create a climate conducive for learning.

4. Learning agents must know the program, lesson, subject, skill, or truth to be taught.

5. Learners must attend with interest to the program, lesson or subject.

6. The language used as a medium between learning agent and learner must be common to both.

7. The information, truth, or skill to be mastered must be explicable in terms of information or truths already known by the learner.

8. The instructional process must be arousing, using the learner’s mind to grasp the desired thought or to master the desired skill.

9. The learning acquisition process must turn one’s own understanding of a new idea or truth into an avert habit that demonstrates the new awareness.

10. The evidence of learning must be reflected through reviewing, rethinking, reproduction and applying of the material, information, truth or skill that has been communicated.

LEARNING (TRAINING) & DEVELOPMENT

Importance of Learning (Training) & Development

Helps remove performance deficiencies in employees Greater stability, flexibility and capacity for growth in an organization It is an investment in HR with a promise of better returns in future Reduces dissatisfaction, absenteeism, complaints and turnover of

employees

LEARNING (TRAINING) METHODS

1. Technology-Based LearningCommon methods of learning via technology include:a. Basic PC-based programsb. Interactive multimedia - using a

PC-based CD-ROM or DVD or CDc. Interactive video - using a computer in conjunction with a VCR / DVD player / CD playerd. Web-based training programs

2. On the Job TrainingAdvantages of On-the-Job Training:a. It is directly in the context of jobb. It is often informalc. It is most effective because it is

learning by experienced. It is least expensivee. Trainees are highly motivatedf. It is free from artificial classroom

situations

3. Coaching / Mentoring

4. Lectures

5. Continuing Professional Development

Train the Trainers

What is the need of training the trainers?

Training the trainers is important as it helps them impart their respective trainings more efficiently and effectively

Trainers, first and foremost, need to be trained on how to deliver an exciting session where each one irrespective of the time duration listens with rapt attention

Trainers need to be patient and their personalities need to speak for themselves

What is the need of training the trainers?

The content of trainer’s module is relevant and would actually benefit the audience

Trainers need to be trained to develop a positive attitude

The Cost of Learning