Monday, April 1, 2019

Learning and development strategy

Learning and development strategyPart ALearning and Development Strategy Learning and development is basically say towards the alignment of training emergencys and c areer development of an employee. The basic tar undertake of the education and development strategy is that you advance an employee acquirements and knowledge in such(prenominal) a way that pull up stakes sustain in getting his employment done and eventually to leads to overall organization per castingance. Combining about(prenominal) acquirement and development strategies, you real create a link between them. That is you actually proceed employee to perk those skills which result help them in performing their railway line. requirement elements of attainment and development strategy areHow a bookman forget learn the discipline?Which form of information input will a bookman prefer?How a learner will draw heart and soul from the received information?What will be the preferred education movement of the learner?Differences in formal and informal learning techniquesInformal learningFormal learningIn informal learning at that place is no formal instructor involved in it.In formal learning you are directly directed by the instructor to learn a particular thing. In formal learning has no predefined objects and end results. in advance the start of the formal learning, you buzz off some objectives that clearly define the originator and result of the learning.Informal learning does non take place in spite of appearance a structured environment. Rather it is to a greater extent of spontaneous nature. Informal learning usually happens with the frequency of experiencesFormal learning takes place within a special arrangement within an organization.In informal learning you dont get any recognition or protection for learning that knowledge or skillIt results in achievement of special degree or certificate that actually certified that the recipient of this has learned a particular skill or knowledge.Informal learning may non be intentionally learned. It may happen unintentionallyIn formal learning, learner consciously and intentionally learns a specific skill.It usually happens through hit and running play address through socialization when you interact with plurality you tend to learn opposite things from them unconsciously.Examples of formal learning are discussions, role playing, lecturers, simulations etc. love bread and butter and Mumford learning title The learning ability of separately individual varies from other individual. Learning styles throttle the preferences of individuals in terms of how they commission on different types of information, particular ways of perceiving that information and how each individual understands that information (Sandra Penger and Metka Tekavi, 2009).Honey and Mumford come up with different four learning style to examine differences in learning approaches.The four learning styles are activisticsReflectorsTheoristsP ragmatistsActivistsActivist learners have short them orientation. Activist unavoidablenesss bleak experiences in their lives. Activists are much flexible and welcoming. They are more of adventurous nature and want to show anything new. They are ready to take decisions without thinking that what would be the results of that decision. They dont alike(p) to frame becurtain call they take any action. Because of their short term orientation, they get sap easily and quickly and always look for new things as soon as pleasure from one activity decreases. They are risk taker who want to accept challenges but without thinking the achievable consequences of those challenges.ReflectorsReflectors are considered as true and active listeners. When learner gain experience as an activist, then there is a stage to process those experience. They seek information from people two primeval that with their own efforts and secondary that is from others. That is why reflectors do non take away or participate or provide information rather they are seekers and listeners of information. They dont quickly jump to conclusion. Rather they want to have deep rationality and insight of the information and like to think over and again. There fore reflectors are s busted decision maker. They resist from taking decisions immediately forward pondering into the collected information. Their purpose is to collect and analyze information as possible beforehand coming to conclusion. That is these learners focus on gathering and consummate(a) processing of information instead of drawing conclusions from it. TheoristsTheorists are those learners who are more attracted towards theories, logics and principles. They tend to transform the learned information, being an activist and reflectors, into theories and come up with logical reasoning. Their way of analyzing any information or solving chore is that they go step by step and draw relationships or logics to pick up the big picture. Tha t is why they are said to be vertical thinkers (Frank Coffield, David Moseley, Elaine sign of the zodiac and Kathryn Ecclestone, 2004). They are more of perfectionist who wants discipline in their lives. That is why they go systematically, logically and rationally. Theorists are more of objective nature. Therefore they do not view in subjectivity, gut feelings or intuition. They want logics and reasons to grasp the information.PragmatistsAs theorizer look for theories and logics to understand the information, pragmatists are one step forward. They want the applicatory implication of theories to grasp the information. As the name implies, pragmatist learners are more of possible and realistic in nature. They set upnot assimilate any model theory or principal until and unless it has practical verification. Like activist they look for challenging wok and new ideas but it should be of practical nature. These types of learners want to try out the information they have learned once they get out of the learning institution. Activities that form part of the learning and developmentCase aimCase content is one of the activities that form part of learning and development strategy. In this regularity learners are provided with situation that could be hypothetical or real. That situation or story complicates the background, some championing information and issue faced by a company or any organization around which the part study revolves. Learner has to resolve the case study by providing possible solutions to the trouble. Learner must be told that case study may not have one concrete solution. Rather its the property of the case study that a problem in case can be resolved by many and different ways. Therefore each learner can have different solution for the case study. The focus on exploitation case study as a learning tool is that how the learner approaches towards the solution, how much he understands the problem and what are the tools and techniques he has used to solve the problem. Harvard case studies are widely used in colleges and universities to improve problem solving and decision making skills of learners.On the job training (OJT)On the job training is especially applicable for small business. Its more subdue when learner has to learn new technology. OJT can be done officially or informally. In formal OJT, there is a formal trainer, learners observes the instructor that what and how he is doing. Then after the demonstration, instructor will discuss the process of using orally. Then the learner will himself practice the learned skills and will get feedback and instruction at the same time. This process will relieve until the learner become master to it. Whereas in informal on the job training, there is no formal trainer, those who knows the technology can teach the learner whenever he requires. There is no formal practice of the learned skills or proper feedback of the performance of the learner.Mens Wearhouse is practic ing formal on the job training in which they have trained trainers and they are responsible for the development of their trainees.Part BMaslows power structure of Needs conjectureMaslow hierarchy of of necessity theory was proposed in 1943 by Abraham Maslow in a paper A theory of mankind Motivation (William G. Huitt,2004). Maslow points out five takes of convey that are the sources of motivation for any individual. This take of take is presented in a specific sequence. If one take aim of necessity is satisfied, then individual will move towards another train of need. An individual will not move forward to another level of need until and unless the existing level will be satisfied. And this process will continue until a person reaches to most upper level. Different people will be incited by different level of need at the same time. The five levels of unavoidably are Psychological of necessity condom needsSocial needs pry needsself-importance fruition needsPsychological ne edsThis is the primary level need of Maslow hierarchy of needs. It includes basic necessities of an individual that are food, shelter, water and other somatogenic requirements. This level of need is the basic requirements of every individual and it must be met to move upward in need pyramid. Safety needsSafety needs includes protection, security both physical and emotional. Safety needs include financial security, health care, justice, personal security etc. If the physiological needs of an individual is satisfied then he will move for golosh needs. For an employee safety need would be job security, justice in diffusion of rewards by the company. Social needsSocial needs include need for friends, relationships and belongingness. Every individual needs love and love by others.Esteem needsEsteem needs includes need for self respect, achievement, recognition, status, reputation. All individuals have tendency to engage themselves in such activities that results in recognition and m ensurate to enhance their reputation and gain a status among the group. Self actualisation needsSelf actualization needs includes need for growth and to make full the drive of becoming what one has capacity to become. This is the most upper level of need hierarchy. Any individual will reach to this stage, when the lower levels of needs will be satisfied. If pervious level of needs will be satisfied, then an individual will realize its inner potential and will try to become what he can be.Critical analysis of Maslows Hierarchy of Needs TheoryThe crux of Maslow hierarchy of needs theory is that each level in hierarchy must be satisfied before you go to the next level. In business world, managers adopted this theory to motivate their employees. Motivating employees is a big challenge for managers in any organization. Managers not only motivate their employees to get their job done but they motivate their employees to perform their job in such a way that leads to both employee and org anizational productivity. So Maslow theory gives basis to how to motivate employees. Managers have to determine that which need level is more important to an employee. Sometimes managers only focus on physiological and safety needs to motivate employees in terms of salary and job security. But manager must keep in mind that if you want outstanding performance from the employees, then you have go upward and focus on upper level of needs like esteem and self actualization need. Merely monetary incentives are not sufficient to motivate employees but recognition in public, raising status, promotions, move advancement also encourage employees and wok as a token of insight for the employees. It also gives signal to the employees that company value the contribution of employees. Criticism on Maslows Hierarchy of Needs TheoryMaslow hierarchy of needs theory is establish on intuition and has no scientific reasoning behind it to support the argument.Maslow hierarchy of needs is not applicab le in all purification. For instance, some culture gives importance to esteem needs than social needs. Some culture emphasizes social needs then over self actualization. According to Nevis (1983), chinawares primary need is belonging need and there is no esteem needs in need pyramid. Moreover self actualization need for China in not realizing ones own potential, but being collectivist country, the consequence of self actualization for them is to serve the members of the society. Implication of Maslows Hierarchy of Needs TheoryApart from criticism, Maslow hierarchy of needs theory has an implication on HR practices. Through this theory, managers can design the framework to determine how to motivate employees for recrudesce performance. For instance you can arrange lunch breaks, define rest hours and seemly salary and wages so that employee can have their basic necessities of life to fulfill their physiological needs.In safety needs, managers must provided safe and dear working conditions in which workers can work easily and there is low level of hazards. Managers must design pension plans, retirement plans and gratuity to help employees after their retirement age.In social needs, managers must design groups or teams to which employees can associate them. In esteem needs, managers must recognize the contributions of their employees not only by bighearted them monetary rewards. But employees must be rewarded on basis of total reward management concept which includes intangible rewards as well like recognition program, certificates, gifts etcIn self actualization need, managers can give career advancement opportunity to employees by giving them more challenging work, sponsoring them for higher education etc

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