Learning & Development

Ishan Ratho
MBA HR 18-20
Approaches to Learning:
Behaviorism-(S-O-R) • Social Learning
1- Classical Observation
Conditioning (Albert Bandura)
(Ivan Pavlov) • Cognitive Learning
2- Operant (Tolman, Thorndike)
Conditioning • Programmed
(B.F. Skinner) Learning
Expectation from the learner
 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Training Learning

Production Centred Person centred + Problem

approach solving approach

Focused on enhancing
Focused on improving
problem solving and decision
productivity and efficiency
making skills

Technical skills , abilities Developing attitudes

e.g: software/ instrument usage, goal-setting, e.g: research skills, critical
time management reasoning, data analysis

Fixed-duration. Maybe day long, week long, Is ongoing. Ownership by the

month-long. Ownership by business/trainer employee/learner
 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Learning versus Development

Learning Development

Gaining new skills, knowledge or Promoting intellect to higher stage

behaviours to improve competence of development
at a particular stage of
development

Self-reflection
Dialogue
Classroom
Online/e-learning

Simulations Action Inquiry

 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems
 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Training Needs Analysis

Pressure points Outcomes

Organizational
• Lack of basic Analysis
• What needs
skills to be
• Poor learned?
performance • Who needs
• New Task Analysis it?
Technology • Types of
• Customer training?
requirement • Frequency?
• New Person Analysis • Buy vs Build
product ratio
 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Training Needs Analysis

• Strategic direction
Organiational • Mgmt buy-in
Analysis • Training resources
• Buy vs Build

• Work analysis
Task Analysis • KSAPC

• Input/Output
Person • Consequences
Analysis • Characteristics
• Feedback mechanism
 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Designing Training- ADDIE model

Evaluation
Implementation
• Formative
• Summative
• How will
Development solution be
delivered to
Design
trainees?
• ID Creation
• Identify • Produce
Analysis outcomes materials
• Develop • Delivery
Instructions method
• Audience • Evaluate • Course design
• Content effectiveness
• Delivery options
• Constraints
• Timeline
 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Training Methods
 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Training Methods (on-the-job)

 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Training Methods (off-the-job)

 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Training Evaluation (Kirkpatrick)

 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Learning Management System

Software that automates different training aspects

Display trainee’s Provide

Tracking courses Registering Recording progress in
course/certificatio report to
in catalogue users user details
n manager

 Course Management such as updating lists of courses, registration syllabus, etc.

 Self-assessment quizzes

 Other tools in the form of self tests, bookmarks, progress tracking and many more

 Asynchronous Communication in the form of email, forums

 Synchronous Communication in the form of chat, whiteboard, teleconferencing

 Learning
Training v/s Training
Training Design Training Methods Experience Latest trends
Learning evaluation
Platforms

Learning Experience Platform

Difference:
• Administrator-Driven vs. Employee-Driven
• Closed System vs. Open Platform
• Compliance Focus vs. Impact Focus

Advantage:
• Extend Learning Opportunities
• Appeal to their Digital Side
• Empower your Learners
• Encourage LGC Uploads
 Learning
Training v/s Training
Training Design Training Methods Management Latest trends
Learning evaluation
Systems

Latest Trends in L&D

Personalised Bite-sized Learning : Focus on individual.

They can adapt the speed at which topics are presented to conform to the learner’s needs,
make use of more or less repetition to reinforce learning, and bring back content that
learners show weakness in. Adapting content delivery in this way helps learners train at
their own pace and retain the information much more effectively

Mobile Learning : Focus on individual.

More learning materials customization to smartphones, tablets, laptops etc.

Gamification – use of tools and techniques rooted in an understanding of human

behaviour, motivation and engagement.
They include goal-setting, the creation of a competitive atmosphere and the giving of
feedback and rewards.

KPI Integration – Automated integration of traditional training metrics like course

completion data with other key performance indicators (KPIs).
LMS integrations with ERP and CRM systems. These connection points will enable
comparative analysis at a fraction of the cost and the time it takes to traditionally compare
these KPIs
Internship Project