Individual Learning is the ability of individuals to experience personal growth in
their interactions with the world around them.
The First Benefit is that all attention is focused on the Employee. Each
Employee is taught at their own pace; they aren’t exposed to the possible ridicule
they may receive from their peers if they cant do something that the other
employees can do. Because the program adapts to meet the employee’s learning
and social development levels, one on one learning can be very beneficial to both
the employee who is learning at slower rate and one who learning at a rapidly
accelerated one. The slower employee has more time to learn and has concentrated
assistance in doing so. The employee learning at a more rapid rate can be given the
opportunity to expand on what he already knows. The individual program is also
suited for the shy employee who may have difficulty in a group setting. In a one on
one environment there is less intimidation and more encouragement to achieve
skills. The aggressive and easily overstimulated employee also benefit by a
individual learning environment. The aggressive employee isn't in a situation
where he can bring harm to other employees. With one on one attention the
employee negative behavior can be addressed and modified; opening up the
possibility of greater learning. The easily overstimulated employee has less
distractions and so can focus better at the task at hand.
Individual Learning Strategies includes :
Job Rotation
Coaching
Individual Development Plan
Learning Groups(Teams)
Special Assignments
Mentoring
Manager as a Teacher
Self-Development.
1) Job Rotation :
Job Rotation is a career development strategy where an individual
temporarily moves laterally into an established or "shadow" position. An employee
may complete a series of Job Rotations.
Eg of Job Rotation :
Health Care Finance Administration (HCFA)
HCFA uses Job Rotations to help Human Resource staff
members learn the various functions of human resource development
within HCFA. Program participants use what they learn to benefit
their immediate work unit. HCFA also uses job rotation as part of its
continuous learning program. Support staff completes 2 rotational
assignments (4 months each). These assignments help develop the
skills and knowledge necessary for entry into professional positions.
2) Special Assignments :
A Special Assignment is a learning strategy in which the individual
performs temporary duties on a full-time or part-time basis. These temporary
duties may be performed within the individual's current organization or outside the
organizational structure. An example of a Special Assignment is being assigned to
chair an ad hoc cross-functional team.
Eg of Special Assignments:
Department of Agriculture - The National Agricultural
Statistics Service (NASS)
NASS uses Special Assignments to enhance individuals'
knowledge of agriculture and the agricultural industry. These
assignments enable individuals to learn skills necessary to perform the
highly technical and specialized work critical to the organization.
3) Coaching :
Coaching is a learning technique that involves observing an individual at
work and providing feedback to enhance performance or correct deficiencies.
Eg of Coaching :
General Services Administration (GSA)
GSA developed a handbook to help managers coach individuals
to improve needed job competencies. The handbook generated so
much interest in coaching that people volunteered to coach others in
particular areas of expertise. This list of coaches was distributed using
e-mail to allow learning to be shared across the organization.
4) Mentoring :
Mentoring is a formal or informal relationship between senior and junior
employees for the purpose of supporting learning and development. The mentor
provides ongoing support, advice, and career direction to an individual. A mentor
holds a higher position in the organization and is usually outside of the mentee's
chain of supervision.
Eg of Mentoring :
Department of Navy
The Navy has developed an agency-wide mentoring program as part of its
leadership development framework. Individuals interested in becoming mentees
have to select a mentor. Training is provided to all participants on the mentoring
process, roles, and expectations. Through mentoring, critical leadership skills and
knowledge are shared.
5) Individual Development Plan :
An Individual Development Plan (IDP) is a formal document that identifies
an individual's learning and developmental goals. The manager and the individual
jointly develop the IDP. This plan contains training, education, and development
activities (formal and informal) to acquire the competencies needed to meet IDP
goals.
Eg of Individual Development Plan :
Presidential Management Intern (PMI) Program
The PMI Program is a Government-wide career development
program for entry-level personnel. Following the 3-year internship,
PMI participants are expected to be fully qualified for selection into
targeted permanent positions. IDPs are required for all PMI
participants. The IDPs document the precise experiences or training
needed for the targeted positions along with the overall administrative
competencies (e.g., budget and personnel management) expected of
all PMIs.
6) Manager as a Teacher :
Manager as Teacher is a learning strategy where managers view themselves
as teachers and facilitators of the learning process. Each interaction is seen as a
learning opportunity. Managers are also aware that they serve as powerful role
models for individual learning.
Eg of Manager as a Teacher :
Federal Government Agencies
A manager increases the staff's problem-solving and decision-
making abilities by teaching the staff how to use tools such as
flowcharts, criteria matrices, multi-voting, and force field analysis.
Another Federal manager sets aside time on a regular basis to bring in
subject-matter experts to share knowledge on current issues facing the
staff.
7) Learning Groups :
Learning Groups (or teams) are gatherings of individuals who meet to focus
on their own learning and development in a particular interest area such as
information technology, public speaking, or career paths.
Eg of Learning Groups:
Department of Defense (DoD)
DoD sponsors lunchtime Learning Groups that meet monthly
on topics such as using the Internet and training technologies. Other
agency personnel, vendors, or college faculty members are invited to
make presentations and to demonstrate the various technologies.
8) Self Development :
Self-Development is taking personal responsibility for one's own learning
and development through a process of assessment, reflection, and taking action.
Eg of Self Development:
Department of Health and Human Services
The Department of Health and Human Services (HHS) has installed a
computer-based career interest and skill inventory program that can be accessed by
employees in selected field sites, as well as used in the headquarters Career
Resource Center. Employees trained to provide help with the program and minimal
career counseling are available at all sites. Professional career counselors provide
more extensive counseling over the phone to field personnel. HHS' approach
enables personnel to take charge of their own development and to think through
their goals and skill needs. This approach also provides counseling or additional
help as needed to support the individual.