Employee Learning & Development
Learning Vs Training
Learning Theories
Kolb’s Learning Cycle
David Kolb published his learning styles model in 1984, from which he developed his learning style inventory. Kolb states that learning involves the acquisition of abstract concepts that can be applied flexibly in a range of situations. In Kolb’s theory, the impetus for the development of new concepts is provided by new experiences. Kolb’s learning theory (1984) sets out four distinct learning styles, which are based on a four-stage learning cycle (see above).
- Concrete Experience – the learner encounters a concrete experience. This might be a new experience or situation, or a reinterpretation of existing experience in the light of new concepts.
- Reflective Observation of the New Experience – the learner reflects on the new experience in the light of their existing knowledge. Of particular importance are any inconsistencies between experience and understanding.
- Abstract Conceptualization – reflection gives rise to a new idea, or a modification of an existing abstract concept (the person has learned from their experience).
- Active Experimentation – the newly created or modified concepts give rise to experimentation. The learner applies their idea(s) to the world around them to see what happens.
Barbe's VAK Learning Styles
Barbe set out to investigate the modality strengths of individuals identifying three varying channels for learning, namely visual, auditory and kinesthetic.
Visual learners learn by seeing. They have a high ability for visual recall. They prefer to learn using visual representations such as graphs, posters, maps, displays. They frequently use hand movements while talking and have a tendency to look upwards when thinking.
Auditory learners learn by listening. They favor the audio and have a high ability for auditory recall. They pefer repetition, summaries and benefit from discussions, lectures, stories, Podcasts. These learners have a tendency to tilt their heads and use eye movements when concentrating or recalling information.
Kinesthetic learners rely on doing to learn. They heavily depend on interactions within the learning environment and especially with their bodies. They will easily recall events or information attached to an experience or the feelings of a physical event. They learn best through field trips, physical activity, manipulating objects and touch. Kinesthetic learners tend to have high difficulty in sitting still and need frequent breaks when learning.
Learning & Development Strategies
1. Attract and retain talent - Opportunities for learning and development is the top criteria for joining an organization. Conversely, a lack of L&D is one of the key reasons people cite for leaving a company.
2. Develop people capabilities - Human capital requires ongoing investments in L&D to retain its value. When knowledge becomes outdated or forgotten a more rapid occurrence the value of human capital declines and needs to be supplemented by new learning and relevant work experiences.
- 4. Create a values-based culture - As the workforce in many companies becomes increasingly virtual and globally dispersed, L&D can help to build a values-based culture and a sense of community. In particular, millennials are particularly interested in working for values-based, sustainable enterprises that contribute to the welfare of society.
- 5. Motivate and engage employees - The most important way to engage employees is to provide them with opportunities to learn and develop new competencies. Research suggests that lifelong learning contributes to happiness.
Learning and training are two important processes that organizations use to develop their employees' skills and knowledge. Training is a focused process of imparting specific skills or knowledge to employees, while learning is a more broad-based process that involves acquiring knowledge, skills, and attitudes that can be applied in various situations. It is important to consider the context and goals of the organization when evaluating the benefits of learning vs training. A balanced approach that combines the benefits of both training and learning can help organizations develop a skilled and adaptable workforce that is prepared to meet the challenges of a constantly changing business environment.
ReplyDeleteThank you for sharing your insights on employee learning and development. Your article provides a clear distinction between learning and training, and the importance of both in the workplace. I appreciate the inclusion of learning theories, such as Kolb's Learning Cycle and Barbe's VAK Learning Styles, as it highlights the various approaches to learning and acknowledges that individuals have different learning preferences.
ReplyDeleteYour strategies for learning and development are spot-on, particularly the emphasis on attracting and retaining talent by offering opportunities for growth and development. It is also noteworthy that lifelong learning contributes to employee engagement and happiness, which ultimately benefits both the individual and the organization.
I would like to emphasizes how the facts about L&D are written in this article. Learning and development (L&D) is an HR process that enables employees to upgrade their competencies and thereby strengthen their company's performance. L&D equips personnel with the necessary skillset to assume new responsibilities or elevate their work performance within their current role. Good work Thamasha!
ReplyDeleteHi Thamasha, This is a good article on Learning and development.The four-stage learning cycle of concrete experience, observation, reflection, and generalization that leads to the formation of the abstract concept (logical analysis) and generalizations (conclusions), which are then applied for hypothesis testing in subsequent situations, leading to new experiences, is the basis for effective learning. well done!
ReplyDelete