Professional Documents
Culture Documents
Individual Learning
Individual Learning
Individual Learning
Theories
Following section deals with the various models and theories coined by
different pshycologists explaining how an individual learns.
Based on Kolbs learning Cycle, Peter honey and Alan Mumford made an
attempt to classify individuals into four groups based on their learning
styles.
Activist: People who learn through doing and prefer activity based
development. They do not effectively, respond well to lectures or highly
reflective activity.. they prefer to learn through involving excercises,
problems, tasks etc…
Theory of Competence:
This theory states that learning is a four stage process, which involves the
journey from unconscious incompetence to unconscious competence.
Organizational Learning
Organizational learning is concerned with the development of new
knowledge or insights that have the potential to influence behavior. It
takes place within the wide institutional context of inter organizational
relationships and 'refers broadly to an organization's acquisition of
understanding, know how, techniques and practices of any kind and by
any means. Organizational learning examines how in this context
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individual and team learning can be translated into an organizational
resource and is therefore linked to processes of knowledge management.
Methods Of Learning
• Action learning
Action learning is based on the premise that learning will take place
when existing knowledge is applied to a problem through the use of
questioning. It is more than learning by doing because it involves all
aspects of the learning cycle, including the reflection about what
has been learnt ,internalization of the learning and its application to
the situation at hand.
• Mentoring
It is a process of helping an individual enhance or improve a specific
skill in order to improve performance. 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.
• On-the-job training
It is a structured training that takes place in the workplace. It is
highly valid and relevant to the learner as it occurs in a real
environment and provides the learner with a realistic experience
and opportunity to apply or transfer their learning straightaway. It
can be very useful for managerial training which is often delivered
via formal off-the-job courses.
• 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.
• Self-study
It is a learning which is self-directed. The learners takes
responsibility for their own learning and for the methods they
choose to use. Self study is often prompted by a specific need. It
encourages self-development and self-reliance and can help
individuals to learn and to value their own resources.
Validation
Validation measures the achievement of learning . Pre-event validation
ensures that the learning objectives for the activity are a true reflection of
the needs identified. Post event evaluation checks whether learning has
occurred and whether the learning objectives have been achieved.
Evaluation
Evaluation measures the overall cost benefit of the programme and not just
the achievement of laid down objectives. It has three stages:
CASE ANALYSIS
Conclusion
Every employee is a veritable island of knowledge, and the organization
must integrate these isolated pockets to channelize individual learning
towards achieving its larger strategic objectives. At the same time, it cannot
afford to lose focus on the individual's personal development. This balancing
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act has by far been the biggest challenge for the human resource function in
the context of the knowledge economy
REFERENCES
Kim, Daniel H..The link between Individual and organizational learning; Sloan
management review
http://www.humtech.com/opm/grtl/ILS/ILS.cfm.
http://tip.psychology.org/gardner.html
http://tip.psychology.org/piaget.html
http://tip.psychology.org/norman.html
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http://hagar.up.ac.za/catts/learner/2000/scheepers_md/projects/loo/theory/individ.html
http://tip.psychology.org/cross.html
http://tip.psychology.org/theories.html
http://www.colorado.edu/communication/meta-discourses/Theory/dissonance/
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