HR Practice Learning and development The learning cycle

HR Practice Learning and development

The learning cycle Please insert Figure 9. 1 - Learning Cycle here

Changes in the World • • • Political Economic Social Technological Legal Environmental

Job and career implications • • • School leavers Young graduates New employees join from elsewhere Returners from career breaks Employee transfers Retirement Performance problems Promotion Future potential Talent management

Levels of learning needs analysis • The organisation • Job or occupation • Individual employee

Factors in the selection of training Please insert Figure 9. 2 – Factors in the selection of training

Gathering the information - 1 • • mission and values (formal culture) business plans succession plans competency framework views and observations about informal culture evidence of competence (eg portfolios) opportunities for improvement (eg development opportunities) • minutes of meetings (eg action points highlighting needs) • questionnaires

Gathering the information - 2 • • • job descriptions performance targets observation of employees at work recorded conversations, eg customer care line relevant NVQs or SVQs interviews with: – managers – staff – subordinates – internal customers – external customers

Learning and development plans • Government initiatives • The internal learning and development resources available • The external learning and development resources available • Qualifications

Appropriate learning experiences • Learning and development techniques – On the job – Off the job • Learning styles • Implementing learning and development activities

Evaluating learning • • justifying the expense providing the trainer with feedback providing feedback on techniques establishing that needs and objectives met improving future programmes identifying further needs providing data for justifying further expenditure helping top management understand the broad costs and benefits of developing people.

Levels of evaluation • • Reactions of the trainees Did the trainees learn what was intended? Did the learning get transferred to the job? Has the learning helped the department’s performance? • Has the learning affected the ultimate wellbeing of the organisation in terms of business objectives?