Learning and Development for Today…

Learning and Development for Today… 

 Learning and development, is a component of HR, aims to improve group and individual performance by increasing skills and knowledge.   Some of an organisation’s talent management strategy is designed to streamline teams and individual goals and performance with the organisation’s whole vision and objectives. (CIPD 2015

  Today’s workforces are designed for speed and flexibility. To achieve these goals, organizations are using more part-time, counsel-based specialists to subsidiary their internal staff. In today`s on-demand world, employees required training at the movement they need it, are they need to ail with their style and knowledge.

        Learning and development more broadly define by the Harrison (2009) as "The primary purpose of learning and development as an organizational process is to aid collective progress through the collaborative, expert and ethical stimulation and facilitation of learning and knowledge that support business goals, develop individual potential, and respect and built on diversity."

      Honey and Mumford (1996) describe learning is a continues process that not only enhances capabilities but also leads to the development of skills, knowledge and attitude that prepare people for enlarge or higher level responsibilities in the future. Development is a concern with ensuring that a person`s ability and potential are grown and realized through the provision of learning experience or through self-managed learning.

      Armstrong and Stephen (2014) Saied learning and development is the process of learning or developmental experiences that help an organization to gain and develop knowledge, skills, competencies, behaviours and attitudes.

The way of creating a high impact training program…

Advantages and benefits of high-impact employee training and development when considering the Organization Profit growth, Reduced employee turnover, Deeper talent succession pipelines and point of the individual employee, elevated motivation, better engagement, speed to talent and productivity

For instance, Domino’s started the Pizza Maker course, to help employees learn new skills and admire how well learned them. With three micro learning modules, Domino’s used imposition and gratification to engage, assess, and reward employees to reduce onboarding time. By including competitive elements, both games promote new employees to exceed their past records. The games boosted menu knowledge and led to better accuracy and faster pizza creation from new employees. 

References: -
Armstrong, M., & Stephen, T. (2014). Armstrong’s handbook of human resource management practice (13 ed.). London: Koganpage.

CIPD. (2015). Learning and Development 2015 : ANNUAL SURVEY REPORT. London: Chartered Institute of Personnel and Development

Honey, p and Mumford A 1996 the manual of Learning styles, 3^rd edition, Honey publications, Maidenhead.

          

http://www.docebo.com/landing/contactform/elearning market-trends-and-forecast-2014-2016-doceboreport.pdf (accessed 30/05/18).