THE PLACE OF LEARNING & DEVELOPMENT IN HR

PRACTICES :BY TAOFEEK TEMITAYO OSHINUGA.

M.ED(LAGOS)
LEARNING & DEVELOPMENT DIVISION, ADMINISTRATION & HUMAN
RESOURCE DEPT.,EDUCATION DISRTICT I, AGEGE, LAGOS NIGERIA.
temitayo20012000@yahoo.com,temitayooshinuga@gmail.com

BEING A PAPER PRESENTED

AT THE NIGERIAN INSTITUTE OF TRAINING
AND DEVELOPMENT (NITAD) MEMBERSHIP
COMMITTEES MEETING HELD ON TUESDAY
4th AUGUST, 2015 AT INDUSTRIAL TRAINING
FUND LAGOS AREA OFFICE OJOTA, LAGOS

LEARNING OBJECTIVES
AT THE END OF SESSION PARTICPANTS
SHOULD BE ABLE TO:
DEFINE THESE TERMS
* LEARNING,DEVELOMENT,LEARNING &
DEVELOPMENT. IDENTIFY SOME
ELEMENTS OF L&D
HIGHLIGHTS THE DIFFERENCES
BETWEEN L&D AND TRAINING
DISCUSS THE EVOLUTION OF L&D

LEARNING OBJECTIVES
CONTD
IDENTIFY THE ROLES
&RESPONSIBILTIES OF A L&D
MANAGER
DESIGN & DEVELOP A LEARNING &
DEVELOPMENT STRATEGY USING
ADDIE MODEL
BRAIN STORM ON THE FUTURE OF
LEARNING & DEVELOPMENT

INTRODUCTION
Learning and Development has emerged as one of
the main differentiators in our knowledge economy
where great people make the greatest difference in
the success of a company. As more companies
recognize the importance of L&D, more time, effort
and investments are being made in the same.
Learning and development is always about change
- changing people, changing organisations. So it
follows that being able to embrace change is an
important attribute for anyone in a learning and
development role.

INTRODUCTION( CONTD)
Organizations need people with high
levels of knowledge, skills and abilities
organizations need to take account of
the personal needs of those employed
for development and growth.
This is good in itself but it also means
that the organization will be a more
fulfilling and therefore attractive place
in which to work.

DEFINITION OF TERMS
Learning the process by which a person
acquires and develops knowledge, skills,
capabilities, behaviours and attitudes. It
involves the modification of behaviour through
experience as well as more formal methods of
helping people to learn within or outside the
workplace.
Development the growth or realization of a
person's ability and potential through the
provision of learning and educational
experiences.

DEFINITION OF TERMS
(CONTD)
Learning & Development (L&D) is a
timeless and invaluable resource for
building employee skills, enhancing
their motivation, and contributing to
productivity and engagement. It is
particularly invaluable when the
learning activities are linked to the
employees developmental goals
identified in the performance
management process.

SOME ELEMENTS OF LEARNING AND DEVELOPMENT

Talent Management is a set of integrated organizational

HR processes designed to attract, develop, motivate, and
retain productive, engaged employees. The goal of talent
management is to create a high-performance, sustainable
organization that meets its strategic and operational goals
and objectives.
Career Development is the lifelong process of managing
learning, work, leisure, and transitions in order to move
toward a personally determined and evolving preferred
future.
Training the systematic application of formal processes
to impart knowledge and help people to acquire the skills
necessary for them to perform their jobs satisfactorily.

SOME ELEMENTS OF LEARNING AND

DEVELOPMENT (CONTD)
Education the development of the knowledge, values
and understanding required in all aspects of life rather
than those relating to particular areas of activity.
Appraisal: Impartial analysis and evaluation
conducted according to established criteria to
determine the acceptability, merit, or worth of an item.
Mentoring is a personal developmental relationship in
which a more experienced or more knowledgeable
person helps to guide a less experienced or less
knowledgeable person. The mentor may be older or
younger, but have a certain area of expertise.

SOME ELEMENTS OF LEARNING AND

DEVELOPMENT (CONTD)
Coaching is training or development in which
a person called a coach supports a learner in
achieving a specific personal or professional
goal. The learner is sometimes called a
coachee.
Counselling is a type of talking therapy that
allows a person to talk about their problems
and feelings in a confidential and dependable
environment. A counsellor is trained to listen
with empathy.

DIFFERENCES BETWEEN TRAINING &LEARNING

&DEVELOPMENT
TRAINING

LEARNING AND DEVELOPMENT

Training is a systematic
approach to improving
employees knowledge,
skills, and attitudes in
order to hone their
ability to perform
todays job
responsibilities
Training is an
intervention that is
delivered by an
instructor or facilitator.

Learning and development is the

systematic process of preparing
employees and leaders for future
responsibilities

Learning is the process of

acquiring knowledge or skill in the
context of organizational goals by
discovering information via tools
and mechanisms the organization
has made available to learners.

THE EVOLUTION OF LEARNING AND DEVELOPMENT

In the last 30 years, the role of the human resource developer has
changed from one of training individuals to one of facilitating
learning. The perception of the employee has changed from one of
a simple resource to that of a resourceful individual, who should be
nurtured for the benefit of the company and society. Autonomy is
encouraged as is a creative and entrepreneurial outlook.Nigel
Walpole, Managing DirectorBray Leino Learning explains.
The eighties and nineties saw the trend for learning organisations
where the economic benefits of a culture of learning were
recognised. Staff development and training moved centre stage
with increased budgets filling training rooms with ring binders of
materials to keep the workforce up to date with the skills,
knowledge and processes required for the organisations success.
Learning and development was big business, spawning a whole
industry of publishers, consultancies and training companies.

THE EVOLUTION OF LEARNING AND DEVELOPMENT

(CONTD)

Thirty years ago, the training needs

of employees were stored on a
simple database listing the
requirements of each role within an
organisation. More sophisticated
databases would track the validity
and currency of the certificates and
training materials and provide
evidence of compliance but bore
little resemblance to the

EVOLUTION OF LEARNING AND DEVELOPMENT

A modern LMS acts as a virtual learning environment;
an online classroom, space for interaction and
communication with tutors and peers, an e-portfolio
and method of tracking, shaping and analysing the
learning journeys of employees. A good LMS puts the
learner in control of their own development. This kind
of LMS is a typical example of disruptive technology,
changing the way the HR department works. The HR
manager or L and D professional works with the
employee to identify areas for development and
support the learner in the removal of any obstacles to
their successful development, rather than allocating
training materials for specific roles.

EVOLUTION OF LEARNING AND

DEVELOPMENT (CONTD)
With sophisticated learner management systems
come sophisticated learner analytics. The modern
HR manager needs to be comfortable with data.
The data provided by a company LMS not only
helps in constructing the learner journey and
improving success rates, it is also invaluable when
it comes to measuring the ROI of the HR
departments staff development activities and
informing future spend. It encourages a strategic
approach, essential in a climate where
technological and economic change moves at
such a fast pace.

ROLES & REPONSIBILITIES OF L&D MANAGER

Identifying personnel who are in in need of

additional training.
Working with third party consultants and
professionals on how to improve in-house
employee learning and teaching strategies.
Designing in-house materials and resources for
employee development and education.
Developing a blended approach which
integrates different learning modes, such as
coaching, classroom instruction, online learning
and action learning..

ROLES & REPONSIBILITIES OF L&D MANAGER

(CONTD)

Implementing blended learning

strategies and training sessions at a
managerial level.
Managing the development of one or
more training teams.
Managing the budget for the
organizations training processes.

ROLES & REPONSIBILITIES OF L&D MANAGER

(CONTD)
Technology is core to learning, L&D
manager keeps up-to-date with learning
trends, changes in learning theory and
developments in learning technologies.
Collaboration and exchange of ideas, the
process of being so proactive means that
many great learning and development
managers network highly too. They
exchange ideas, articles, information using tools such as LinkedIn and Twitter.
This feeds their natural desire to learn and
helps them keep at the top of their game.

DEVELOP AND DESIGN A LEARNING &

DEVELOPMENT STRATEGY USING ADDIE MODEL
DEFINITION
The ADDIE Model is an approach used by instructional
designers and content developers to create instructional
course materials. The model has been adopted as the
standard method by many instructional designers because of
its flexibility.
OVERVIEW
The ADDIE Model of instruction systems design (ISD) was
first developed for the U.S. Army during the 1970s by Florida
State Universitys Center for Educational Technology. ADDIE is
an acronym for the five-phase courseware development
program of analysis, design, development, implementation
and evaluation.

DEVELOP AND DESIGN A LEARNING &

DEVELOPMENT STRATEGY USING ADDIE MODEL

ADDIE was later adapted for use by all

branches of the U.S. Armed Forces. It has
become a widely used and frequently
modified best practice within the private
sector. It is often employed for compliance
training and other learning events that are
not time sensitive.
One of the attractions of the ADDIE Model is
its flexibility. For example, it can be used with
both individualized and traditional instruction

ADDIE MODEL

ADDIE MODEL
Analysis. In the first phase, the instructional challenge of the
course is detailed, objectives are established and issues such as
learner skill level are identified.
Design. A variety of concerns are addressed at this phase to
achieve optimal courseware design and systematic
development of the training program. They include learning
objectives, content, assessment instruments, exercises, subject
matter analysis, lesson planning and media selection. Each is
pursued under a logical and orderly method of identifying,
developing and evaluating plans for meeting instructional goals.
Development. Courseware designers and developers create
the content following the design phases blueprinted. That
includes design of storyboards and graphics, as well as
integration of any eLearning technologies.

ADDIE MODEL
Implementation. This phase focuses on developing procedures
for training both facilitators and learners. Facilitators training
should explain the curriculum, learning outcomes, method of
delivery and testing procedures. Student preparation includes
training the use of new software and hardware, and registration.
Preparation of learning materials including books, tools, CD-ROMs
and software is conducted, and the website tested.
Evaluation. The evaluation phase is ongoing throughout the
design process. Its purpose is to ensure that all stated goals of the
learning process will meet the specified needs. Another objective
of this phase is to identify on-the-job performance following
completion of the course, and to ensure that business needs are
met.

BRAINSTORMING ON THE FUTURE OF L&D IN

HR PRACTICES

WHAT WILL THE FUTURE HOLD FOR L&D ?

Start an Advanced Learning Team that is cross
generational, cross-functional, multi-level and
charge them with finding out the social and
technology learning needs and desires of your
organization.
Measure if learning has occurred within your
programs and workshops based on if the learner
has learned not on whether they attended the
learning session. Test this with assessments,
behavioral changes and continued learning
opportunities.
In workshops and training allow for the social
sandbox to occur. Next-generation trainers
(whether in-house or vendors) will have to be great
facilitators of both competency learning and social

WHAT WILL FUTURE HOLD FOR L&D IN

HR PRACTICES ? (CONTD)
. Continue to invest in learning and development. It
seems simple, but so many organizations are cutting
back on this in our current economic state. Its scary
if we continue to cut back we are going to have a very
competency-depleted workforce within 5-10 years.
.

Embrace flexible, blended learning Most organizations

use in-classroom workshops as the primary means of
learning. But in a time where budgets are tight and teams
are geographically dispersed, this just isnt reasonable
anymore. Managers need training alternatives that let
people learn on their own time, or in the ways they learn
best. Flexibility in training is key.

APPRECIATION

THANK YOU FOR

LISTENING