40824464-Hrd-Ppt-2-Learning-Principles

Principles of Learning: 

Principles of Learning Human Resource Development

Introduction: 

Introduction Learning is the process by which a person constructs Knowledge , Skills and Capabilities. ( Martyn Soloman : 2004) Learning is a relatively permanent change process and always refers to some systematic change in behavioral disposition that occurs as a consequence of experience in some situation over a period of time. Learning is at the heart of training and development

Learning- Concepts and Dimensions: 

Learning- Concepts and Dimensions Learning is a Universal Phenomenon Learning as a Lifelong Pursuit Learning under formal and Informal Conditions Learning as a Basis of an Individual’s Behaviour Learning as an Integrated Process in an Individual Stimulation for Learning Learning is an Evolutionary Process Learning as a Shared Undertaking

Components of Learning: 

Components of Learning Information Knowledge Skills and Competencies Knowledge of Skills and Competencies Attitude and Values

Learning Cycle: 

Learning Cycle Reflecting Reviewing Planning Doing

Learning-Uniqueness of an Individual : 

Learning-Uniqueness of an Individual Learning is an individual process Decision to learn lies with the participant Selectivity in Learning Pace of Learning

Factors Influencing the Learning Process: 

Factors Influencing the Learning Process Personal Factors Environment Factors

Personal Factors: 

Personal Factors Personal Factors Consistancy between the personal and the programme objectives Participants’ learning styles and skills Previous Training experiences of the participants Reason and manner of nomination Incentives or benefits for learning Desire for personal growth and development Self image and level of self-esteem Situation in the organisation Family Situation and personal problem

Environmental Factors: 

Environmental Factors Personal Factors General Learning environment in the programme Program contents or topics Training Strategies, methods and Techniques Trainer, training team Relationship with other members of the group and trainers Composition of the training group

Pitfalls of Learning: 

Pitfalls of Learning Uncertain about what is expected Lack of managerial ability Difficulty in measuring The changes after learning can be diluted or lost Aversion towards learning

Learning Organization: 

Learning Organization Enhance the potential of the ‘human asset’. Learning cannot be left to chance. As organizations develop in to learning organizations, this has a profound impact on the relationship between work and learning. Organizational Learning is the culture of continuous learning to maximize performance and capacity.

Characteristics of Learning Organization: 

Characteristics of Learning Organization Systematic problem solving Experimentation with new approaches Learning from own experience and past history Learning from experiences and best practices of other organizations. Transferring knowledge quickly and efficiently through out the organization.

Characteristics of Learning Organization: 

Characteristics of Learning Organization 6. Encourages people to identify and satisfy their own learning needs. 7. Provides individuals with regular reviews on performance and learning needs. 8. Provides feedback on performance and achieved learning 9. Provides new experiences from which people can learn 10. Facilitates the use of training on the job.

A Learning Organization: 

A Learning Organization Learns collaboratively, openly and across boundaries Values how it learns as well as what it learns. It invests in staying ahead of the learning curve in the industry It gains competitive edge by learning faster and smarter than competitors It turns data into useful knowledge quickly and at the right time and place It enables every employee to fell that every experience provides an opportunity

A Learning Organization: 

A Learning Organization It exhibits little fear and defensiveness and learns what goes wrong It takes risks but avoids endangering the basic security of the organization It supports people and teams who wish to pursue action-learning projects. It depoliticizes learning but not penalizing individuals for sharing information.

Training and Learning: 

Training and Learning Training Instructor led Content Based Intervention to bring desired changes in behavior Learning Self-directed Work-based process Intervention to increase adaptive capacity

Participants Learning Styles: 

Participants Learning Styles Preference for specific type of Training Activities Willingness to put in extra efforts for Learning Degree of dependence on the Trainer Level of Interpersonal Competencies

Ways in which Participants Learn: 

Ways in which Participants Learn Affirmation or Endorsement of existing learning Building on present level of learning and competencies Development of new knowledge and competencies Learning after going through a process of de-learning or un-learning

Methods of Learning in a Training Programme: 

Methods of Learning in a Training Programme Direct inputs by the trainers. Learning through sharing within the training group Learning through practice and exercise Formal or informal methods of observation Out-of-session exchanges with participants and trainers.

Process of Learning in a Training Programme: 

Process of Learning in a Training Programme Need for an Integrated Approach to learning in Training Cycle of Learning in a Training Programme Learning as an Integrative and Collaborative process Conscious and Subconscious Learning

Factors contributing to enhance learning: 

Factors contributing to enhance learning Learning Enhancement Factors Trainee characteristics Trainer capabilities Training Environment Training Design Transfer of Training

Learning Theories: 

Learning Theories Burns (1999,p.99) ‘conceives learning as a relatively permanent change in behavior with behavior including both observable activity and internal processes such as thinking, attitudes and emotions’.

Organizational Learning Process: 

Organizational Learning Process Learning Process Acquisition Application Personalization Actualization

Acquisition: 

Acquisition Capturing Learning Reflect Identify Learning Do Apply

Actualisation: 

Actualisation Learning Style Activist Reflectors Pragmatist Theorist

Organizational Learning Culture: 

Organizational Learning Culture ORGANISATIONAL LEARNING CULTURE Supporting employees for continuous learning through training and development, performance appraisal and rewards New Behaviour of creativity, innovation and knowledge generation.

PRICIPLES OF LEARNING: 

PRICIPLES OF LEARNING Principles of learning are very useful in order to impart maximum knowledge and skills. Each principle should be interpreted and applied carefully in full consideration of the particular task being learned and the context in which the learning takes place.

Principles of Learning: 

Principles of Learning Learning is fundamentally social Cracking the whip stifles learning Learning needs a conducive environment. Learning crosses hierarchical bounds Self-directed learning fuels the fire Learning by doing is more powerful than memorizing Failure to learn is often the fault of the system, not the people Sometimes the best learning is unlearning

Learning TRENDS: 

Learning TRENDS E Learning Blended Learning

E learning at Workplace: 

E learning at Workplace Internet

E Learning Recent Trends: 

E Learning Recent Trends Don't expect to see many new hires in learning even with an economic upturn Expect more learning from video but not the high-end, carefully edited videos Watch for podcasts and more formal Webinars to grow in use Provide a good search engine that enables users to find the content when they need it Make sure you also provide "people searching" capability, sometimes called expertise location

Continued…: 

Continued… Bring virtual classroom capabilities to your organization Expect mobile learning to increase

Blended Learning: 

Blended Learning Blended learning is defined as a method of educating at a distance that uses technology (high-tech, such as television and the Internet or low-tech, such as voice mail or conference calls) combined with traditional (or, stand-up) education or training.

Slide 34: 

The range of instructional options that are available within an E-Learning program is immense. Blending involves providing the end-user with the appropriate learning delivery mode (ILT classroom, virtual classroom, web-based tutorial, CD-ROM, mentoring, team collaboration, and print) to support the learning objectives

Slide 35: 

The power of the blend is in sequencing the activities, engaging the learner in different ways, and then optimizing the combined learning effect. In a blended course, truly "the whole is greater than the sum of the parts." The design challenge is to create the most effective synergy of activities and learning style engagements.

Slide 36: 

We are using the concepts of blended learning in our educational options Traditional workshops or seminars in conjunction with a teleconference feature Traditional courses with a continuing e-mail connection or ongoing dialog with the participants Traditional seminars with live television broadcasts to more than one site Or any other similar combination of technology and traditional educational programming

Pedagogical designs for optimizing E Learning: 

Pedagogical designs for optimizing E Learning Learning by doing/ Designing Scenario based Learning Problem Based Learning Goal Based Learning Case Based Learning Role Play Based Learning

Thank you !: 

Thank you !