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Industrial & Organisational : Introduction : Personnel : Organizational psychology : Occupations: Work environment: Index : Outline

The Age of the Learner Edit

Learning and Development can be described as interventions and activities that are intended to improve the knowledge and skills in organisations which increasingly focus on the learner.[1]

Terms such as 'training, 'development', 'learning' and 'education' are often used interchangeably. There are differences and distinctions between them and they may become blurred and less clear cut.[2]

(A) Education Learning
(B) Training Development

Both refer to the process by which an employee' attitudes, behaviour or performance is changed

  • Education
    • Develops intelectual capability, conceptual and social understanding
    • Develops work performance through the learning process
  • Learning
    • Focussing on the changes which take place within the individual
    • The process by which knowledge, skill or attitude is gained
  • Training
    • Narrower concept that involves planned instructional activities
    • May use departmental processes and activities
  • Development
    • Different views on the interaction of internal/external factors, Part of Human Resource Management. It may also describe the organisations strategy for managing the process
    • Outcomes may be long lasting but may diminish over time

Trends and topics in L&D Edit

  • Coaching
    • An effective learning tool
    • Impact on bottom line/productivity
    • Intangible benefits
    • Aids improvement of individual performance
    • Tackles underperformance
    • Aids identification of personal learning needs
  • Continuing Professional Development
    • Integration of learning at work in a meaningful/relevant way to the individual (self directed)
    • Updating of skills, knowledge and experiences
    • Enhances career development and employability
    • Enables individual to become a more effective learner
  • E-learning aka Online Learning, Distance Learning, Web-Based Learning
    • Easy accesibility (time/location)
    • Own pace
    • Consistency of training
    • Quick dissemination of knowledge
    • More effective transfer of knowledge
    • Effective learner-centred development
    • Blended learning, involving on-line discussions, virtual classrooms
  • Management Development
    • Better business fit in terms of aims/objectives, values and ethics
    • Enhances career development strategies
    • Enhances co-operation and integration at planning/operational levels
    • Enhances decision making processes - making them more informed, such as forecasting, change management

See also Edit

External links Edit

References Edit

  1. Sloman.M. Training in the Age of the Learner. London. Chartered Institute of Personnel and Development, (2003)
  2. Marchington. M. and Wilkinson. A. Human Resource Management at Work (People Management & Development) 3rd Edition 2006 London CIPD ISBN 1-84398-062-2
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