Learning & Developments Methods
There is no single approach to learning which is effective for every individual or every company. Individuals are used to different learning styles and organizations aim to have diverse learning outcomes.
As an example, the 70/20/10 model is a renowned methodology for organizational learning. It showcases a balanced approach that emphasizes the importance of on-the-job training.
However, in some scenarios, workplace learning occurs without formal learning. Also, there are some specialist professions that require years of formal learning and job training.
Hence, there is a vast range of L&D delivery methods that will be useful differently for individuals and businesses.
Formal learning
Lectures, classes and seminars which are goal-oriented and instructor-led with limited learner interactions.
Informal learning
Can be considered organic, unstructured and self-directed. Tasks, feedback, and co-worker interactions in the workplace along with individual study will direct for informal learning.
Experiential learning
A trial-and-error approach which allows individuals to perform a task, observe results and gain understanding through the experience. Examples: internships, virtual or real-world simulation exercises and scenario-based role-playing.
Coaching
Workplace relationship that focuses on employee development which the coach and coachee meets regularly where the coach provide direction, support and feedback. There are different types of workplace coaching such as:
- Performance coaching - To motivate employees to ascertain their potential by honing their current abilities and learning new skills.
- Peer coaching - Two or more colleagues team up and learn from one another.
- AI-based coaching - Usage of artificial intelligence to help coaches with insights, improve coaching efforts or exclusively do the entire coaching process.
Mentoring
Relationship that connects someone as a role model to the employee where the mentors listen, answer questions and guide the employee/s. Some examples are mentoring programs, peer mentoring, reverse mentoring, micro-mentoring and job shadowing.
Skill building
Helping employees to gain new skills to fill organization’s skills gaps which helps achieving business goals. (New product training, customer service role-playing, problem-solving games)
Targeted training
Organizations close the skills gap by pinpointing of the most needed skills and distributing the training resources efficiently.
Cross-training
Teaching employee to handle another employee’s role. This allows to collaborate when needed to distribute the workload and runs operations smoothly when an employee is absent.
Remote training
Can be considered as webinars, online courses, and prerecorded video lessons which are conducted mostly for the employees who are not working from the same location.
New employee training
Part of the on-boarding process that teaches new recruits how to do and be productive in their jobs. This training can be customized for each job role.
Correct. Recognizing and adapting these various learning methods is vital for cultivating a culture of continuous learning and growth inside the businesses.
ReplyDeleteYes, no single approach to learning is effective for every individual or every company.
DeleteTotally agree that learning there will be multiple approaches when it comes to learning. organization can adopt different learning styles according to organization needs.
ReplyDeleteYes, individuals are used to different learning styles and organizations aim to have diverse learning outcomes.
DeleteHi jero its a wonderful Blog! Mentoring is a relationship between a role model and an employee, guiding them through programs like peer mentoring. Skill building helps employees fill gaps in their skills, while targeted training efficiently targets the most needed skills. Cross-training teaches employees to handle another's roles. Keep posting more its interesting!
ReplyDeleteThank you for the comment. Organizations should be equipped with different L&D methods to address the different learning styles of the employees.,
DeleteOverall, the article provides a comprehensive overview of various Learning and Development (L&D) methods, catering to different learning styles and organizational needs. It effectively highlights the diversity of approaches available, acknowledging that no single method suits every individual or company.
ReplyDeleteHowever, to enhance the article further, it could include practical examples or case studies illustrating the implementation of these methods in real organizational settings. Additionally, discussing the importance of evaluating the effectiveness of each method and measuring its impact on employee performance and organizational goals would provide valuable insights for readers.
Thank you for the in sight. This post was published focusing on briefing the different L&D methods. The practice of the same will diverse with the required outcome.
DeleteLearning and Development (L&D) methods encompass a diverse array of approaches and techniques designed to enhance employee skills, knowledge, and competencies. From traditional classroom training to cutting-edge digital platforms, organizations have a plethora of options at their disposal to facilitate learning and support professional growth.
ReplyDeleteYes, by utilizing these L&D techniques, companies can design dynamic and productive learning environments that foster employee growth and drive company success in the quickly changing business environment of today.
DeleteIt's clear that by understanding these different methodologies, organizations can tailor their L&D initiatives to effectively address skill gaps, promote employee development, and achieve business objectives.
ReplyDeleteYes, as per the VARK learning styles, individuals are used to different learning styles which makes tailoring the L&D process more effective.
DeleteInsightful thoughts. There are instances where learning in Organisations happen informally. They can be on the job training, peer learning. And also providing opportunity for problem solving which can be very affective.
ReplyDeleteAgreed. Problem solving activities require learners to actively engage by stimulating critical thinking, analysis and synthesis of information. By engaging in real world problems and challenges, learners become more involved in the learning process (Prince, 2004).
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