Learning and Development Methods
Learning and Development Methods
Each individual or organization has their own unique learning methods and techniques. People have different learning patterns and organizations design training programs to align them with the organization’s objectives.
To maximize the influence on engagement and performance a balanced
approach is essential. 70/20/10 model
70% of Experiential Learning from Challenging Assignments. On-the-job learning which includes informal, work-based learning.
20% of Social Learning from Developmental Relationships. The learning will be gained from the mentors, coaches, and experienced
coworkers who will help them develop their skills.
10% Formal Learning from Coursework and Training. This is the
formal training which is offered by the organizations to improve employee skills
& knowledge.
However apart from this model, there are various L&D
delivery methods that any organization selects, merges, and adapts to their
business and employee needs. Here are some of the most common L&D methods.
Formal
Learning
Goal-oriented and instructor-led training programs with
limited learner interactions are described as formal learning. These training
courses can be held both online and in person. Example: classes, lectures, and
seminars
Informal
Learning
Informal Learning is a kind of on-the-job training, it is more natural and self-learned from job tasks, and feedback from co-workers. Example: conversations, by doing research
Experiential
Learning
This training method allows the people to try doing something, monitor results, and gain understanding from the experience. Example: Internships
Coaching
Hirsh and Carter (2002) state that coaching is targeted at
the immediate improvement of skills, behaviors, and performance, of the present
job. This method will empower the employee to achieve their goals. A constructed
and focused dialogue is the key to this method, with the coach providing
feedback, direction, and support to the employee. There are types of workplace
coaching, Performance Coaching, Peer Coaching, and AI-based Coaching.
Mentoring
Mentoring is a combined link that connects Mentees with a
mentor who can guide them and help them gain knowledge and skills to grow
professionally. Mentors will always guide the mentees. As suggested by Hirsh
and Carter (2002) mentors train people to achieve better in the future and mentor
them for higher and greater accomplishments. Mentorship programs, Peer
mentoring, and Reverse mentoring are some of the workplace. mentoring examples.
Skill
building
This method will help the employees to obtain new skills and at
the same time, this will help the organization to fill the skill gaps of their
employees. New product training and problem-solving games are examples of skill-building training methods.
Targeted
training
This training method also helps to close the skill gaps of
the employees which combines formal & informal learning to fulfill the
employee learning needs.
Cross-training
In this method, employees are trained to handle another
employee’s job role. This training method is helpful when because employees will
get the chance to understand the company's operation and enhance their knowledge
and skills.
Remote
training
Remote training occurs online, and this is for employees
who are working remotely. Remote training can be held in 2 ways. Which are
accessed on demand and same time employees participating from different
locations.
New
employee training
This training method is a part of the onboarding process of a
new recruit and it is customized and unique to each role. In this training, the recruit
will be given training on how to perform the designated job and how to be productive
in the job.
References
Hirsh and
Carter (2002), Armstrong, M. (2006), HUMAN RESOURCE MANAGEMENT PRACTICE, 10TH
EDITION, [online], Available at https://books.google.com/books?hl=en&lr=&id=D78K7QIdR3UC&oi=fnd&pg=PR17&dq=HUMAN+RESOURCE+MANAGEMENT+PRACTICE,+10TH+EDITION&ots=elIQLMT0dV&sig=HXg2-wtV8SyryIZ0DEPb9dkDc00
on 25th March 2024
Learnow.
(2023), What’s next for learning and development? The past, present, and future
of training in a hybrid world, [online] Available at https://www.learnow.live/blog/what-s-next-for-learning-and-development-the-past-present-and-future-of-training-in-a-hybrid-world
25th March 2024
SlideModel.com,
(2021), 70-20-10 Model
for learning and development - SlideModel. SlideModel. [online] Available at https://slidemodel.com/70-20-10-model-for-learning-and-development/
Accessed on 25th March 2024
Van Vulpen,
E. (2023), Learning and development. AIHR. [online] Available at https://www.aihr.com/blog/learning-and-development/#Methods
Accessed on 25th
March 2024
It's very informative and well written. what is the point 70% employees learning from their experience except to formal learning?
ReplyDeleteThank you for the feedback. Experiential learning grants employees to apply knowledge and skills directly to real-world situations, making the learning experience more relevant and practical. Not only that but also these activities involve teamwork and collaboration, fostering communication skills, teamwork abilities, and interpersonal relationships among employees. I believe that I answered to your question.
DeleteHi Madhawa, Research suggests that approximately 70% of employee learning occurs through experiential learning rather than formal training (McCall et al., 1988). This emphasises the value of challenges, opportunities, and on-the-job training for skill development and career advancement.
DeleteYah , True what i say is remote training offers a flexible, cost-effective, and efficient way to equip employees with the skills and knowledge they need to succeed in today's remote work environment.
ReplyDeleteExactly! As you have rightly said, in this current context most companies investing on remote training programs since it is flexible, cost-effective, and efficient.
DeleteVery informative blog on L&D strategy for organizations, but what are the challenges we do have in planning and implementing L&D strategies in an organization?
ReplyDeleteLimited resources... Resistance to change.... Aligning L&D initiatives with organizational goals... these factors also should be considered when setting up strategies on L&D....
Thank you for the feedback. Exactly. You have correctly pointed out the challenges which an organization will face when implementing L&D.
DeleteThis does an excellent job of illustrating how businesses encourage their employees' learning and development.! It includes a variety of learning modalities, from formal training to on-the-job experience. I like how they stress coaching and mentoring for individualized help. It's also encouraging to see how they're adapting to remote work, with online training alternatives. Overall, it's a useful resource for businesses that want to invest in their employees' development. Thanks for sharing! 👍
ReplyDeleteThank you for you feedback. As you have stated in your feedback L&D is an investment for any company because it helps to fill their employees knowledge and skill gaps. It is important to a HRM team to understand the types of L&D methods so they can choose the correct training method which will be suited to address the training needs of their employees.
DeleteUltimately, by embracing diversity in learning patterns, organizations can create a more adaptive and resilient workforce capable of meeting evolving challenges head-on.
ReplyDeleteThank you for the comment. Agreed with you. As you have clearly stated by understanding the organizational objectives HRM team can use diverse training methods which will help to increase the productivity of the employees.
DeleteThank you for your comment. Yes in this article I have explained the various L&D approaches which any organization can adopt to. It is important to know the skill & knowledge gaps of the employees and make sure to identify the correct training method to overcome the training gap.
ReplyDeleteDo you think the organization can maintain the 70/20/10 model in the present context? How does the 3E Model proposed by Raybould and Sheedy in 2005 compare to the 70/20/10 model?
ReplyDeleteYes for your 1st question : organizations have to invest in technology, develop virtual learning strategies, promote a culture of continuous learning, and provide support and resources for remote employees to engage in various learning experiences. Flexibility, adaptability, and creativity in designing L&D initiatives will be crucial for success.
DeleteFor your 2nd question 3E Model focuses on Experiences, Exposure, and Education to create a comprehensive and effective training approach. Experiences - 70%, Exposure - 20% and Education - 10%. By leveraging the 3E Framework, organizations can create a combined training approach that incorporates experiential learning, exposure to diverse experiences, and formal education to support the principles of the 70/20/10 model effectively.
This breakdown of learning and development methods offers a helpful guide for organizations looking to enhance employee skills and knowledge.
ReplyDeleteYes! Every L&D team should understand the learning methods which are available to them so that they will be able to analyze their employee skill & knowledge gaps and select the most appropriate method to fill the skill and knowledge gaps.
DeleteThis article provides diverse examples of L&D methods, ranging from formal training programs to remote training and new employee onboarding. This variety reflects the multifaceted nature of employee development needs in organizations.
ReplyDeleteThank you for you feedback. Yes there are various learning methods. L&D teams have the responsibility to select the appropriate training method to address the current skill and knowledge gaps.
DeleteIn the end, embracing a range of learning patterns allows organizations to cultivate a workforce that is adaptive and resilient, ready to tackle evolving challenges with confidence.
ReplyDeleteYes, these learning methods will help any organization to train their employees and boost their productivity which will help the organization to achieve its' objectives.
DeleteThe focus is mostly on well-established techniques such as coaching, mentoring, and classroom teaching. Can we look into the possible limitations of these methodologies, such as financial implications, time limitations, and challenges related to standardization? Perhaps a strategy that is more versatile and capable of adjusting to different circumstances is required.
ReplyDeleteIf the organization can adopt to a more versatile strategy that integrates digital tools, peer learning, and personalized approaches, organizations can overcome the limitations of traditional methods and create a more effective and adaptive learning environment. However AIDDIE is one of the great learning model used by many organizations, according to Vulpen & Nemcova, (n.d.), An integrated approach to learning is provided by ADDIE, which assists in identifying the learning requirement in an organized manner and guarantees that all learning activities support that objective. Because job behaviors, knowledge, and abilities are precisely defined inside the framework, it also serves as a guide for assessing the success of learning.
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