Article 02 - Organizational Learning and Development Strategies
Learning and Development Methods
Introduction
Methods of learning refer to the different approaches and techniques that individuals and organizations use to acquire new knowledge, develop skills and competencies, and improve performance.
Armstrong (2006), The learning goals and the particular needs and learning style of the learner should indicate what learning method or methods should be used. Specific goals and understanding of individual needs help to select appropriate learning methods. It should not be assumed that a single learning method will do. A combination of methods is likely to produce better results. The use of a variety of methods, as long as they are all appropriate, helps learning by engaging the interest of learners.
Different learning models have been identified by experts after extensive analysis and real-world experimentation.Henderson (2017) offers a digest of some common learning and development methods.
Action learning Blended learning
Case studies Coaching
Continuing Professional Development (CPD)
Corporate Universities E-learning
Instruction Lecture Mentoring Outdoor training
Role-playing Self-development
Simulations/Business Games
There are numerous learning methods, and the ideal method for you will be determined by your unique learning style.
~ Direct instruction ~ Discovery learning
~ Experiential learning ~ Self-directed learning
Video 1: Discover your learning style
Source: YouTube
Coaching & Mentoring
Coaching and mentoring are effective strategies for promoting both personal and professional growth, yet they each have unique traits and objectives. Let's examine the distinctions between mentoring and coaching.
Coaching
The Industrial Society (1999) defines coaching as: “The art of facilitating the enhanced performance, learning and development of others.” It takes the form of a personal (usually one-to-one) on-the-job approach to helping people develop their skills and levels of competence. (Armstrong, 2006). Hirsh and Carter (2002) state that coaching is aimed at the rapid improvement of skills, behavior and performance, usually for the present job.
According
to the Moyle, (2016, p12), “Coaching refers to the nature of the
processes and the type of communication used to help another person
realize his or her personal or professional goals.”
Important Aspects of Coaching
1. Skill Enhancement - Coaching frequently focuses on certain abilities, like problem-solving, leadership, time management, and communication.
2. Goal-Orientation - The main focus of coaching is defining and accomplishing concrete goals.
3. Feedback - Throughout the process, coaches offer supportive criticism and feedback.
4. Accountability - Coaches hold the player responsible for making progress toward their objectives.
5. Inquiry and reflection - Coaches utilize pointed inquiries to urge people to consider their attitudes, sentiments, and deeds.
Mentoring
Mentoring is the process of using specially selected and trained individuals to provide guidance, pragmatic advice and continuing support, which will help the person or persons allocated to them to learn and develop. (Armstrong, 2006).
According to the Moyle (2016, p12), “Mentoring refers to relationships where more experienced individuals (eg. school principals), share their skills and knowledge with other, less experienced practitioners.”
Important Aspects of Mentoring
1. Relationship-Building - A key component of mentoring is developing a close relationship between the mentor and the mentee.
2. Career Development - Mentors assist mentees in the development of their careers by providing advice on possible career pathways, market trends, and chances for professional advancement.
3.
Knowledge
Exchange -To aid mentees in deepening their knowledge of respective
fields and acquiring new abilities, mentors impart their knowledge
and experience.
4.
Experience-Based
Guidance - Mentors provide practical advise based on their own
experiences to assist mentees
in overcoming obstacles, reaching their objectives, and making
informed decisions.
5.
Long-Term
View - Because mentoring relationships can last for a longer time,
they can provide constant direction and assistance as a mentee's
requirements change.
6.
Mentors
act as role models by exemplifying desired attitudes, values, and
actions.
Coaching focuses on skill enhancement and goal achievement through questioning and reflection, while mentoring provides guidance based on mentor's experience and knowledge.
E-Learning
The abbreviation "e-learning," which stands for "electronic learning," defines the provision of educational and training materials using electronic devices and digital technologies. People can access educational resources and courses online owing to this flexible and practical method of learning. Online courses, webinars, virtual classrooms, and interactive simulations are just a few examples of the many approaches and forms that make up e-learning.
According to Duderstadt et al. (2002), e-learning is used in the study environments to learn with a special importance of the web to describe a wide range of applications of electronic technologies, namely, TV, radio, CD-ROM, DVD, cell phone, Internet, etc.
“E-learning refers to the use of computer network technology, primarily over or through the internet, to deliver information and instructions to individuals” (Wang et al., 2010: 167).
E-learning is an increasingly popular choice for both people and corporations. E-learning is used by businesses to guide their staff in new knowledge and abilities, while people utilize it to advance their careers, learn new talents, and even for personal enrichment. Self-paced courses, Live online courses, and blended learning are some of the most popular types of e-learning.
A number of new trends are developing in the quickly expanding field of e-learning.
-
The rise of mobile learning.
-
The use of artificial intelligence (AI).
-
The growth of micro learning.
E-learning is an effective weapon that may be utilized to increase the abilities and knowledge of employees people, and organizations. It is becoming more and more well-liked since it is a convenient, economical, and interesting way to learn.
REFERENCES
Armstrong, M. (2006) A handbook of human resource management practice. 10th ed. London, Kogan Page, Ltd.
Duderstadt JJ, Atkins DE, Van Houweling DE (2002) Higher Education in the Digital Age: Technology Issues and Strategies for American Colleges and Universities. Rowman & Littlefield Publishers/USA.
Hirsh, W and Carter, A (2002) New Directions in Management Development, Paper 387,
Your article provides a comprehensive overview of various learning and development methods that individuals and organizations can employ to acquire new knowledge and skills. The distinction you draw between different methods and their specific characteristics is particularly insightful.
ReplyDeleteArmstrong's (2006) emphasis on personalized learning paths is crucial, as it recognizes the importance of tailoring learning methods to individuals' unique needs and preferences. The concept of combining multiple methods for better results aligns well with the idea that a variety of approaches can engage learners and enhance their understanding.
While some individuals learn best by reading, others learn best by doing. Some people take longer than others to fully understand a topic, while others pick it up immediately. We can make sure that everyone gets the chance to succeed by adapting learning strategies to each person's particular requirements and preferences.
DeleteI agree ,everyone has their unique talents. Identifying and utilising these talents will be the game changer in today's competitive job market.
DeleteInteresting topic and a detailed Article with many insights.
ReplyDeleteI also explore more on the topic on Learning and development methods aim to enhance individuals' skills, knowledge, and capabilities in various settings. Common methods include training workshops, on-the-job training, e-learning, mentoring and coaching, self-study and reading, simulations and role-playing, case studies, peer learning and collaborative projects, job rotation, gamification, seminars and conferences, feedback and performance reviews, online courses and certifications, micro-learning, language and communication classes, and cross-training. These methods foster growth and improvement in individuals, allowing them to develop problem-solving, decision-making, and interpersonal skills.
With the current situation in Sri Lanka do you think that Sri Lanka lacks professional Trainers for Training and developments?
Across many industries and nations, skilled trainers may not always be available for training and development. There may in fact be a dearth of skilled trainers in particular regions and professions to fulfill the demands of businesses looking for training and development services. There may not be enough specialized training programs, there may not be enough funding for training, or it may be difficult to find people who have both the necessary subject-matter knowledge and successful training abilities.
DeleteAgreed, Learning methods are diverse strategies used for skill and knowledge acquisition. These approaches are customized to individual needs and often combined for optimal results. Coaching entails one-on-one skill improvement, while mentoring involves experienced individuals offering guidance. E-learning employs digital tools for flexible education access (Bill C. and Greenaway R. - 1989).
ReplyDeleteI agree that e-learning is an effective weapon that can be used to increase the abilities and knowledge of employees, people, and organizations. It is convenient, economical, and interesting, which are all great reasons why it is becoming more and more popular.
ReplyDeleteWhat are some of the challenges that organizations face when implementing e-learning?
Pretty interesting and informative article to go through. The most interesting part of mine was the video you shared, and it simply describes concisely how to identify your own method of learning. I believe it is imperative to understand each and every one of us and our best learning style in order to gain the maximum outcome from our learning. As support for my comment, I would like to cite Armstrong (2006), The learning goals and the particular needs and learning style of the learner should indicate what learning method or methods should be used.
ReplyDeleteHighly appreciated. Armstrong explores the significance of matching instructional strategies to learning objectives, as well as to the individual requirements and learning preferences of the student, in the book. He contends that effective learning requires this.
DeleteHi Wasantha,
ReplyDeleteI concur that e-learning serves as a potent tool to enhance skills and knowledge for individuals, employees, and organizations. Its convenience, cost-effectiveness, and engaging nature contribute to its growing popularity as an impactful learning method.
Various techniques for gaining skills and knowledge constitute learning methods. These methods are tailored to suit personal requirements and frequently amalgamated for best outcomes. Personal tutoring concentrates on individual skill enhancement, whereas mentorship encompasses proficient individuals furnishing direction. Online learning employs electronic resources for adaptable educational reach (Bill C. and Greenaway R. - 1989).
ReplyDelete"Foundations for a learning organization organization learning mechanisms" Armstrong,Foly 2003, PP.74-82
ReplyDeleteThe article offers a comprehensive overview of various learning methods, emphasizing the importance of individual learning styles and goals. Experimenting with different methods and staying updated on emerging trends like mobile learning and AI can help MBA students find effective methods. Tailored, flexible, engaging, and effective learning methods are crucial for achieving goals and success in their careers.
Learning methods are crucial for acquiring knowledge, skills, and improving performance.
ReplyDeleteArmstrong (2006) suggests selecting based on goals, individual needs, and styles. Diverse methods, such as action learning, blended learning, case studies, coaching, CPD, corporate universities, e-learning, instruction lectures, mentoring, outdoor training, role-playing, self-development, and simulations/business games, are effective.
Each method has its strengths and is suited to different learning contexts and objectives.
Your description of a detailed article regarding Organizational Learning and Development Strategies In An Organization is absolutely accurate. In addition to the points you've provided, Author Dr. Sharon Jones states “Online learning provides fantastic flexibility, among other benefits, and aids in making the task of arranging development opportunities far easier" Do you think E-Learning is practical for all organizations?
ReplyDeleteYour blog delves into the realm of Organisational Learning and Development Strategies with great depth and insight. It's a valuable resource for professionals seeking to enhance their organisation's growth and adaptability. Your comprehensive exploration of strategies offers practical guidance that can drive positive change within companies. Thank you for sharing this wealth of knowledge on a topic crucial to achieving sustained success.
ReplyDeleteEven while e-learning offers benefits like adaptability, scalability, and cost effectiveness, it may not be appropriate for all enterprises due to issues including content type, technological preparedness, learning objectives, and cultural considerations. When deciding whether to implement e-learning, care should be taken to consider each of these aspects and determine whether doing so will help the organization achieve its objectives and meet the demands of its workforce.
ReplyDeleteVery informative article. "Organizational learning and development strategies" refers to the intentional plans and actions a business takes to encourage development, improve skills, and build adaptability within its employees. These strategies include specialized initiatives, training programs, and opportunities that not only enhance individuals' competencies but also line up with the general objectives of the company. A business can develop a more competent, flexible, and high-performing workforce and remain responsive to changing industry demands by investing in such initiatives.
ReplyDeleteYour article provides a comprehensive overview of various learning and development methods, each contributing to individual and organizational growth. The breakdown of methods such as action learning, coaching, mentoring, and e-learning, along with the explanation of their unique attributes, highlights the diversity of options available. The inclusion of video sources adds an interactive element, enriching the reader's understanding. Furthermore, the discussion on coaching and mentoring emphasizes skill enhancement, goal achievement, and knowledge exchange, while the explanation of e-learning showcases its versatility and convenience. Overall, your article serves as a valuable resource for understanding the range of methods available for fostering learning and development in both personal and professional contexts.
ReplyDeleteA very interesting and informative article Wasantha! Thanks for your valuable time and effort invested in formulating the same. The learning goals, as well as the learner's specific needs and learning style, should determine which learning method or approaches should be employed. Specific learning objectives and an understanding of individual needs aid in the selection of effective learning methods. Article by Salas and Cannon-Bowers, (2001) provides evidence in favour of your article.
ReplyDelete