Module-8

Learning and Self Development

 Types of learning styles and methods

• Everyone processes and learns new

information in different ways.
• There are three main cognitive learning styles:
1. Visual learners
2. Auditory learners
3. Kinesthetic learners
1. Visual Learners
2. Auditory Learners
3. Kinesthetic Learners
 Planning for self-development
• Steps to be taken to upgrade your current level
of knowledge, skills and competence:
1. Understand your organisation’s procedures and
guidelines for developing your knowledge, skills and
competence.
2. Understand why you need to develop your
knowledge, skills and competence
3. Apprise yourself of the different methods
4. Understand the different types of learning and
development activities
 Planning for self-development
• Steps to be taken to upgrade your current
level of knowledge, skills and competence:
5. Making a plan
6. Understand how and what future avenues would
open up post the training
7. Implement the plan
8. You need to make sure that you make this a
process continuous
 Planning for self-development
1. Understand your organisation’s procedures and
guidelines for developing your knowledge, skills
and competence, your role and responsibilities
in relationship to this.
– For example, some organisations mandate its
employees to enroll themselves for self-learning
tutorials on the company’s Intranet.
– If you have a team reporting to you, then it would
become your responsibility to ensure that your team
members also enrol for these mandatory trainings.
 Planning for self-development
• 2. Understand why you need to develop your
knowledge, skills and competence and how it
will help your organisation.
– Also, understand why learning new concepts is
important and how they can be applied in the
work environment.
 Planning for self-development
• 3. Apprise yourself of the different methods
used by your organisation to review skills and
knowledge.
• Some such methods are:
– 3.1 Training Need Analysis
– 3.2 Skills Need Analysis
– 3.3 Performance Appraisals
 Planning for self-development
3.1 Training Need Analysis
– This is a process to discover the development
needs of employees so that they can perform their
job effectively.
– The following tools are used frequently for
assessing the training needs:
• o Questionnaires
• o Direct observation
• o Review of relevant literature
• o Interviews
 Planning for self-development
3.1 Training Need Analysis
– The following tools are used frequently for
assessing the training needs:
• o Records and report studies
• o Consultation with persons in key positions, and/or
with specific knowledge
• o Focus groups
• o Assessments
• o Surveys
• o Work samples
 Planning for self-development
3.2 Skills Need Analysis
– This process is similar to the Training Need
Analysis with a focus on the development needs
of skills like the following:
• o Planning
• o Analytical skills
• o Action orientation
• o Business knowledge/acumen
• o Communication
• o Customer focus
• o Adaptability
 Planning for self-development
3.2 Skills Need Analysis
– This process is similar to the Training Need
Analysis with a focus on the development needs
of skills like the following:
• o Decision making
• o Fiscal management
• o Global perspective
• o Innovation
• o Interpersonal skills
• o Leadership
 Planning for self-development
3.2 Skills Need Analysis
– This process is similar to the Training Need Analysis with
a focus on the development needs of skills like the
following:
• o Establishing objectives
• o Risk management
• o Persuasion and influence
• o Teamwork
• o Problem solving
• o Project management
• o Results orientation
• o Technology
• o Self-management
 Planning for self-development
3.3 Performance Appraisals
– One technique of identifying the training needs of
employees is through performance appraisals.
– Mangers are interviewed and performance data is
analysed.
– Some commonly used sources of performance data
are:
• o Absenteeism
• o Performance appraisals
• o Turnover
• o Quality parameters
• o Losses
 Planning for self-development
3.3 Performance Appraisals
– Some commonly used sources of performance
data are:
• o Accidents
• o Safety incidents
• o Grievances
• o Returns
• o Customer complaints
 Planning for self-development
4. Understand the different types of learning
and development activities
– Understand the different types of learning and
development activities available for your role and
the process of availing those.
– The following are some commonly used
techniques in organisations:
• o Instructor-led training
• o Blackboard, or whiteboard
• o Overhead projector
• o Videos
 Planning for self-development
4. Understand the different types of learning
and development activities
– The following are some commonly used
techniques in organisations:
• o PowerPoint presentation
• o Storytelling
• o Interactive methods
• o Quizzes
• o Group discussions
• o Case studies
 Planning for self-development
4. Understand the different types of learning and
development activities
– The following are some commonly used techniques
in organisations:
• o Q&A sessions
• o Role playing
• o Hand-on training
• o Coaching
• o Mentorship
• o Apprenticeship
• o Demonstrations
• o Computer Based Training
 Planning for self-development
4. Understand the different types of learning and
development activities
– The following are some commonly used techniques
in organisations:
• o CD-ROM
• o Multimedia
• o Virtual reality
• o E-Learning
• o Web-based training
• o Webinars
• o Video conferencing
• o Blended learning-
 Planning for self-development
5. Making a plan
– Like with any activity, this too requires planning.
– The following are some major steps:
i. Identify the people who would help you make the
plan, and those would approve it- for example, your
managers
ii. Understand what is at stake- for example, who would
take care of your job in your absence
iii. Study the different types of tools available
 Planning for self-development
5. Making a plan
– Like with any activity, this too requires planning.
– The following are some major steps:
• iv. Study the documentation required and understand
why it is important-
– For example, would you need to make a report on what you
have learnt, after the training?
– Can this report be of help to your peers, who can probably
learn from it?
 Planning for self-development
5. Making a plan
– Like with any activity, this too requires planning.
– The following are some major steps:
• v. Identify whom to take feedback from and how to
follow-up on it.
– For example, would your managers review the changes in
your work processes after the training? Also, you would need
to understand the various methods of obtaining feedback,
and how to use it. Some commonly used methods are:
» Surveys
» Feedback boxes
» Face-to-face interaction
» Peer assessment
 Planning for self-development
6. Understand how and what future avenues
would open up post the training
– For example, if you undergo social media training,
you can add that as an additional skill-set in your
resume that would give you an edge over your
peers.
 Planning for self-development
7. Implement the plan
– Implement the plan, apply your new knowledge
and skills in the workplace and take feedback.
– For example, if you have taken training about a
new data security system, you can make a
proposal to get it installed; after installation, you
can use it and demonstrate the benefits to your
peers and managers.
8. You need to make sure that you make this a
process continuous