Learning and Development Overview

Learning and Development

• Learning encompasses acquiring new knowledge, skills, and attitudes through training, education, and experiences.

• Development is an ongoing process of enhancing professional skills and career progression.

• Learning and Development (L&D) initiatives aim to improve employee performance and drive business success through consistent skill enhancement.

Components of Learning

• Concept: An idea or principle related to knowledge.

• Skill: The ability to perform an activity.

• Affective Learning (Attitude): Gaining new perspectives, values, opinions, and insights.

• Behaviour: Observable and measurable activities exhibited after training.

Learning vs. Training

• Performance: Creates value; learning is one aspect of performance.

• Learning: Builds capabilities. Training is a method of learning.

• Training: An activity.

Different Types of Learning

• Learning: Acquisition of knowledge, skills, or attitudes through experience, study, teaching, training, development, and education.

• Training: Focuses on immediately applicable knowledge, skills, and attitudes for a specific job; aims to improve current role performance or address future changes.

• Development: Long-term focus on broadening or deepening of knowledge and skills aligned to individual and organizational goals. Often driven by personal initiative.

• Education: Formal process to broaden knowledge, non-specific and applicable long-term, crucial for individuals with limited experience in a particular field.

Learning and Development Methods

• Formal Learning: Classroom settings, experiential learning, mentoring, targeted training, remote training.

• Informal Learning: Coaching, skill building, cross-training, new employee training.

70:20:10 Learning and Development Model

• Experiential Learning: 70%
• Social Learning: 20%
• Formal Learning: 10%

Life-Long Learning and Self-Learning

• Learning is a continuous and personal activity that promotes lifelong development.

• Self-learning is initiated and driven by the learner.

Kirkpatrick's Model for Training Evaluation

• Level 1 (Reaction): Gauges participant responses to training.

• Level 2 (Learning): Determines what participants retained.

• Level 3 (Behavior): Examines changes in participant behavior.

• Level 4 (Results): Measures long-term organizational benefits.

Factors Affecting Learning

• Learning Environment: Surrounding conditions where the learner operates.

• Instructions: Delivery of information.

• Learning Strategies: Methods used by learners.

• Learning Decay: Decline in learned skills over time.

• Practice: Repeated and systematic performance.

Types of Education

• Formal Education: Structured, planned, syllabus-driven, taught by teachers.

• Non-Formal Education: Flexible, practical, vocational, can be part-time, and often associated with vocational training.

• Informal Education: Independent, unplanned, occurs through daily experiences, and media.

This quiz covers the fundamental concepts of Learning and Development (L&D) in a professional context. It discusses the differences between learning and training, various components of learning, and how skill enhancement drives business success. Test your understanding of these key principles and their applications in the workplace.