Practices in HRD-Learning Acquisition

1. Learning Acquisition
HUMAN RESOURCE DEVELOPMENT

2. Learning Acquisition
 Learning is the key in the transformation of organizations. Without learning, individual,
team and organizational growth and development cannot occur. According to
Gilley, et al (2002), learning occurs when an overt action results – and is
demonstrated when behaviour changes. Individuals reflect on
experiences and consequences, consider results of actions,
and learn lessons accordingly.
 Learning acquisition, in the simplest sense, occurs through
communication of experience. Experience may consist of facts, truths,
and ideas or may be taught by the use of words or by signs, objects, actions or
example.

3. Ten Laws of Learning Acquisition

4. 1. Learning agents must
have a well-identified
philosophy of learning.
2. Learning agents must
isolate the need for
learning or
performance
improvement.

5. 3. Learning agents must
create a climate
conducive for learning.
4. Learning agents must
know the program,
lesson, subject, skill, or
truth to be taught.

6. 5. Learners must attend
with interest to the
program, lesson or
subject.
6. The language used
as a medium between
learning agent and
learner must be
common to both.

7. 7. The information, truth,
or skill to be mastered
must be explicable in
terms of information or
truths already known by
the learner.

8. 8. The instructional
process must be
arousing, using the
learner’s mind to grasp
the desired thought or
to master the desired
skill.

9. 9. The learning
acquisition process
must turn one’s own
understanding of a new
idea or truth into an
avert habit that
demonstrates the new
awareness.

10. 10. The evidence of
learning must be
reflected through
reviewing, rethinking,
reproduction and
applying of the
material, information,
truth or skill that has
been communicated.

11. LEARNING (TRAINING) &
DEVELOPMENT

12. Importance of Learning (Training) &
Development
 Helps remove performance deficiencies in employees
 Greater stability, flexibility and capacity for growth in an organization
 It is an investment in HR with a promise of better returns in future
 Reduces dissatisfaction, absenteeism, complaints and turnover of
employees

13. LEARNING (TRAINING) METHODS

14. 1. Technology-
Based Learning
Common methods of learning via
technology include:
a. Basic PC-based programs
b. Interactive multimedia - using a
PC-based CD-ROM or DVD or CD
c. Interactive video - using a
computer in conjunction with a VCR
/ DVD player / CD player
d. Web-based training programs

15. 2. On the Job
Training
Advantages of On-the-Job Training:
a. It is directly in the context of job
b. It is often informal
c. It is most effective because it is
learning by experience
d. It is least expensive
e. Trainees are highly motivated
f. It is free from artificial classroom
situations

16. 3. Coaching /
Mentoring

17. 4. Lectures

18. 5. Continuing
Professional
Development

19. Train the Trainers

20. What is the need of training the
trainers?
Training the trainers
is important as it
helps them impart
their respective
trainings more
efficiently and
effectively
Trainers, first and
foremost, need to
be trained on how
to deliver an
exciting session
where each one
irrespective of the
time duration listens
with rapt attention
Trainers need to be
patient and their
personalities need
to speak for
themselves

21. What is the need of training the
trainers?
The content of
trainer’s module is
relevant and would
actually benefit the
audience
Trainers need to be
trained to develop
a positive attitude

22. The Cost of
Learning