Define learning
Changed or new behaviour resulting from new or reinterpreted knowledge that has been derived from an experience
Define development
Covers training and learning, may cover a long period of enhancing skills and knowledge through a wide range of techniques
What is human resource development?
Used to indicate learning and development as an organisation’s investment in the learning of its people as part of a HRM approach
What is the key aim of HR development?
Provide learning experiences in the workplace to train, develop, and retrain staff
What are the 5 learning theories?
Behaviourism
Cognitivism
Social learning theory
Constructivism
Learning styles
Describe and explain behaviourism
Human behaviour is the product of experience of and within a physical and social environment
Pavlov and Thorndike suggest that the association between sense impressions (stimuli) to actions (responses)
How does Skinner theorise behaviourism?
Strength connection is influenced by the degree of reward and punishment - reinforcement
Positive reinforcement - verbal or physical praise
Positive punishment - supervisor’s observations. strikes systems, created a fear of being sacked
Negative reinforcement - can’t enter site without correct equipment; want to avoid punishment
Negative punishment - removal of overtime
Describe and explain cognitivism
Emphasises the learning process rather than the outcomes of learning
Cognitive processes involve:
- Solving problems
- Trial and error
- Insight
- Using feedback
Looks at mental instructions coded in the brain
Describe and explain Social Learning Theory
Learning based on a need to fit in - socialisation
Bandura suggests that learning through observation means that individuals can visualise the consequences of actions and regulate their behaviour
Describe and explain Adult Learning theories
Learning occurs primarily through reflection on personal experience
Principles for guiding and directing learning:
- Learning motivation
- Self-direction
- Role of experience
- Preparedness to learn
What does experiential learning theory suggest?
Learning is more powerful if it’s grounded in the experience and context of the learner
What are Honey and Mumford’s learning styles?
Activist - active experimentation
Reflector - observation and reflection
Theorist - abstract conceptualisation
Pragmatist - concrete experience
What are the four stages of designing an L&D program
Stage 1: Assess training needs
Stage 2: Planning the training
Stage 3: Implementing the training
Stage 4: Evaluating training
What happens in the first stage of L&D design?
Analyse and find competency gaps to ensure
Data may be gathered via surveys, appraisals etc.
Critically analyse the first stage of L&D design
Human capital theory - investing in development should enhance productivity
Organisations often prioritise short-term performance rather than using systematic analysis
Fast-paced and resource constraints may lead to reactive analysis = reduced effectiveness
What happens in stage 2 of L&D design?
Pairing training needs identified with learning plans to decide on content, duration, etc.
Appropriate methods can be selected by accounting for learner preferences, budget and culture
Critically analyse stage 2 of L&D design
Goal-setting theory - clearly defined goals can enhance motivation
Overly rigid structures can limit learning transfer when adaptability is key
A top-down approach can limit the acknowledgement of individual aspirations
The AMO model suggests ‘ability’ is enhanced
Digital learning platforms can be cost-efficient but lack interaction for deeper learning
What happens in stage 3 of L&D design?
Implementation of training
Involves the resourcing, scheduling, and delivering the programme
Critically analyse stage 3 of L&D design
Social exchange theory - effective implementation encourages reciprocal commitment and engagement
Inconsistent managerial support can undermine the L&D process
Learning may be received as an additional burden on a heavy workload
What happens in stage 4 of L&D design?
Evaluation of the training
Helps determine whether learning objectives have been achieved and informs future improvements
Critically analyse stage 4 of L&D design
Evaluation can often be underdeveloped due to time and cost constraints
This reduces the credibility of L&D and makes it difficult to justify investment
Sport’s dynamic nature makes it difficult to attribute performance improvements directly to L&D
