Learning & Development Guide
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This document provides an overview of different types of learning and development opportunities including on-the-job learning, formal classroom learning, informal learning, online learning, and performance support. It emphasizes the importance of reflection and application of new knowledge gained from both formal and informal learning experiences. The document recommends maximizing professional and personal development by utilizing a mix of on-the-job learning, informal learning opportunities, and more formal training that makes up the 70:20:10 model of learning.
Learning & Development Guide
- 1. Energy Learning&Development Guide OnTheJob Formal Informal Online Performance Support Authorisations Assignments Career Pathway PPP Mentoring LearningLog ClassroomCourse LR Learning PPP Peer Networks Meetings Mentoring Mentoring LearningLog LearningLog LR Learning Webinars Online Meetings Social Networks Live Learning Hub Internet Technotes WLI’s Distance Learning Time LearningLog Authorisations Knowledge Share LearningLog Career Pathway Assignments What Where Why? Reflection Application 70:20:10(OnThe Job: Informal: Formal) LineManager You Who? How? Select any of the areas on this guide to find out more about how to maximise your professional and personal development
- 2. OnTheJob Much learning takes place in an inform al context. This m ight be reflecting on current or past projects, discussions with colleagues over coffee, assistance from a colleague with a particular challenge. Recognising and logging when learning has taken place is a great skill to develop Home
- 3. Formal Can last as little as an hour or as long as required spanning weeks, m onths or years. It is officially sanctioned training and usually takes place in a classroom and is facilitated by an authority on the subject m atter. Click here for further inform ation on LR’s current offering Home
- 4. Informal Inform al learning is acquired ad-hoc or through serendipitous encounters in the workplace. A colleague m ay take tim e to show you how to perform a particular task in a piece of software or you m ay gain new insight as the result of a m eeting. The key is to identify when it is or has taken place and to m indfully reflect or apply what you have learned Home
- 5. Online Som e people think of it as e-learning, but in reality, it encom passes all form s of technology assisted/supported learning. This includes webinars and live virtual session. You could also include collaboration through social m edia channels such as Chatter, Twitter Linkedin or Facebook. It also includes activities such as blogging and content curation Home
- 6. PerformanceSupport Som etim es, you need to find som e inform ation to assist in your current work. This m ay be accessing the internet to research term inology, looking on the hub to access internal procedures or perhaps accessing a database of technical docum ents. This still form s part of an overall learning process. We call this access at point of need, Perform ance Support Home
- 7. PerformanceSupport Som etim es, you need to find som e inform ation to assist in your current work. This m ay be accessing the internet to research term inology, looking on the hub to access internal procedures or perhaps accessing a database of technical docum ents. This still form s part of an overall learning process. We call this access at point of need, Perform ance Support Home
Editor's Notes
- #2: Where: Where can the learning be found? Authorisations Assignments Career Pathway PPP Mentoring Learning Log LR Learning Knowledge Sharing Online Meetings / Webinars Social Networks Live Learning Distance Learning Work Level Instructions Tech Notes Internet The Hub Who: Who is responsible for what? You: Ultimately, your development is your personal responsibility. However, you’re line manager has a large role to play, as they are responsible for your performance planning activities as well as your overall utilisation within the business. Line Manager: Your line a manager has a role to play in your On the Job activity and also your formal training opportunities.
- #3: On the job These are skills and knowledge that are developed in the process of doing your job. This may include stretch assignments which challenge your professional development, project based work in which your current skills and knowledge are expanded or any other type of expansion of your capability that is built upon during the course of your continuing employment. It’s also wise to remember the old adage…if you don’t use it, you lose it. Underutilisation of specific skills will see those skills go into atrophy
- #4: Formal Formal training/learning normally takes place in a classroom, though it can take the form of e-learning or form part of a blended learning solution. Qualifications gained at colleges and university such as A-level’s or Degrees are both formal in nature. However, any type of learning can come under this banner. For example scheduled personal or professional development courses as well as internally or externally delivered which required attendance in person. Formal courses often lead to accreditation or certification.
- #5: Informal Informal learning is acquired ad-hoc or through serendipitous encounters in the workplace. A colleague may take time to show you how to perform a particular task in a piece of software or you may gain new insight as the result of a meeting. The key is to identify when it is or has taken place and to mindfully reflect or apply what you have learned
- #6: Online Learning E-learning courses, webinars, live learning, online meetings, live chat, Skype, Linkedin, Facebook, social media. Online learning…or e-learning as it is often referred, is normally conducted using some form of technology. There are 2 types: synchronous and asynchronous…This simply means online or offline. E.g…using text chat would be synchronous, as it is a conversation happening in real time…same as a telephone conversation. Doing a course on LR Learning happens at the learners own pace and is therefore asynchronous.
- #7: Performance Support Any guidance, assistance or support that is available at the point of need to enable the employee to complete a task. E.g. HR Policies on the hub or help files in a software program