Learning &
Development
Function of L&D
Onboarding
Learning Vs. Training Vs. Development
Learning refers to employees acquiring knowledge, skills, competencies, attitudes, or behaviours.
Training is the planned effort of the company to facilitate learning of job-related competencies,
knowledge, skills and behaviours by the employees.
Development refers to training as well as formal education for future jobs or positions
Analyse
Evaluate Design
Implement Develop
Model of learning & development -
Training Ratio – 70 (on the job):20(informal training):10
(formal training)
Strategies needed to analyse new and
old employees
Analyse
Learning theories
Job Analysis, Need assessment
ADDIE Setting objective, ensuring transfer of learning
Design
to the job
Develop Assemble training content & materials
Implement
Reaction – Learning – Behaviour -
Evaluate
Result
Analyse
• In line with Strategy
Organization
• Problem Analysis
• Job Task Analysis
Job
• Learner Analysis
• Context Analysis- Instructional and Performance
Individual
Levels of Needs Assessment
What is the context?
Reasons
• Lack of
Knowledge/skills/ability
Organization
What is the focus of training?
• Motivational issues
Analysis
Task
• Legislative requirement Analysis Outcomes
• New technology
• What they need to learn
• Customer Dissatisfaction
• Who needs to learn
• Reduce Costs
• Training methods
• Frequency
Person • Buy vs. Build
Who needs training? Analysis • Train or recruit
• How to facilitate
• How to evaluate
Design
▪ Set objectives
▪ Structure of the content
▪ Mental processes needed by participants
▪ Knowledge or skills participants need to retain
▪ Best tools to use
▪ Videos or graphics to create
▪ Length of time for each lesson
Some learning theories to consider
▪ Kolb’s Experiential Learning Cycle
▪ Social Learning Theory
Kolb’s Experiential Learning Cycle
▪ Kolb's experiential learning style theory is
typically represented by a four-stage learning
cycle in which the learner 'touches all the
bases'
▪ Kolb's learning theory (1984) sets out four
distinct learning styles, which are based on a
four-stage learning cycle
Social Learning Theory
Social behavior is learned by observing and imitating the
behavior of others.
The social learning theory has four mediational processes that
help determine whether a new behavior is acquired:
Attention
Retention
Reproduction
Motivation
Develop
▪ Laying out the content visually
▪ Creating graphics
▪ Recording videos
▪ Carefully selecting fonts and colors
▪ Building the course
▪ Anything that has to do with creating the actual end-product for your learners.
Implement
Running the program
Evaluate
Reaction Learning Behavioural Results
Kirkpatrick
Model
Anderson’s Model of Learning Evaluation
Stage 1:
Evaluation of current training program against the
strategic priorities of the business.
Stage 2:
Measuring the contribution of a training program in
strategic business results.
Stage 3:
Find out the most relevant approaches of the
company in order to decide whether the ROI is
worthwhile.
The CIRO Model
Stage-1: Context Evaluation
Stage-2: Input Evaluation
Stage-3: Reaction Evaluation
Stage-4: Outcome Evaluation
Trends