1. Understand the key requirements in the design and development of a range of inclusive learning and development activities.
2. Understand how organisational L&D needs can be met, the application and use of a range of relevant methods.?
This assignment discusses the necessity of learning and development on the aspect of given case study. This assignment discusses the appropriateness as well as effectiveness of development and learning towards the employees of the organisation.
There are different patterns of learning of different individuals. Individual person learns differently in accordance with the types of personality. Honey and Mumford has developed style of learning for the individuals. Honey and Mumford have developed four learning styles; those are Activist, Theorist, Reflector and Pragmatist. Activist has very open mind. They attribute towards any type of approach of learning. Theorist always tends to understand thing with the activities of theories and concepts as well as relevant models. Pragmatist seeks to identify the theoretical knowledge within the practical aspect of learning. They depend on the case studies method of learning. A reflector learns several aspect of learning while collecting data.
On the other hand, BEEVERS and REA, 2013) argued that, VARK is the process of learning. This process is included within visual sense, aural sense etc. Different modes are dominant to one person or another within the context of learning. There is another type of test for assessing the learning style of individual person. MBTI (Myers–Briggs Type Indicator) helps to discuss the types of personality of an individual person. This test refers to the types of personality of a human being. According to this concept, a person can be extravert or introvert, sensory thinker within the aspect of his/her life.
However, inclusive learning is also an important aspect of learning techniques for the individual. The strategy of inclusive learning refers to the process of teaching in order to identify the needs of the learners. Inclusive learning helps to every individual people to understand the needs and requirements of the learners within different context of learning. The process of inclusive learning helps to teach different students with cultural diversity.
As discussed by BUCKLEY and CAPLE (2009), the aspect of learning as well as development is very important and effective for the future development of a person within the context of organisation. Learning and development helps to manage the talent of employees within the context of individual as well as organisation. A manager can utilize several strategies of learning and development for managing the talent as well as building developed culture. There are several needs of strategies of learning and development for the purpose of enhancement within the organisation. Within the perspective of human resource activities of an organisation, training and development of learning is very effective for the development of human resources within the organisation. However, needs analysis is important and essential in order to identify the necessity of training and development within the organisation (HARRISON, 2009).
Today the work environment has been become very competitive. Today’s competitive world has become very competitive. Therefore, every employee should be very skilled for performing the responsibilities and duties within the organisation. However, the work environment of the company has required several skilled employees in order to perform several complex tasks within an efficient as well as cost-effective and safe manner. Effective training can be considered as a tool of performance improvement. This tool is very much needed at the time when employees cannot be able to perform within the standard level of the organisation. The level of performance should be enhanced as per the expected level of the organisation. Therefore, an effective technique of performance should be very necessary for the development of the organisation. However, there are difference between the real level and required level of the performance of job within the organisation. The level of performance always has the necessity of training and development (STEWART and ROGERS, 2012).
However, within the purpose of instructional design, the identification of the necessity of training should be involved within the first step of instructional design.
However, the needs of training analysis should be able to identify the people who need training and development. This analysis also helps to discover the type of training for the employees
Lack of training also affects upon the intention of turnover among the employees. Training and development helps to motivate the people of the organisation. Effective training and development helps to enhance the quality of organisation. An individual employee can be motivated with the help of effective learning and development. The strategy of learning as well as development refers to the effective process of managing the learning attributes (Wilson, 2014).
Learning and development (L&D) strategy is an organisational strategy that can be helpful for articulating the capabilities of workforce, required skills and competencies for ensuring the sustainable as well as successful operation of the organisation. This strategy can be helpful for ensuring the success of the organization. This also can be helpful for enhancing the effectiveness or work operation of the organization (Rice, 2011).
Recent research of CIPD has emphasized upon the significance of the practice of strategic human resource management that has aligned with the strategy of overall business.
The strategy of learning and development should reflect as well as strengthen the approach within the broader strategy of human resource management. In order to develop a strategy, operational as well as financial language should be developed within the business operation of an organisation.
Learning and development helps to take appropriate decisions of challenge and technique of risk management for enhancing the effectiveness of the organisation. Effective process of L&D can also be helpful for providing value towards the employees of the organisation. The process of employee engagement will be effective with the help of extensive learning and development process (Lövdén et al. 2013).
Employee engagement is also a very important aspect for the effectiveness of an organisation. The aspect of employee engagement refers to an approach of organisation for ensuring the purpose that employees are committed towards the pre determined values and goals of the organisation. Employee motivation is also an important aspect for contributing towards the success of the organisation. However, extensive level of training and development can be helpful for motivating the employees of the organisation. The effective training can value the needs of the employees also (Reiser and Dempsey, 2011).
The practical tool of CIPD members knows the value of learning. They reports and asses the value of learning for the organisation which can give more detail information. This information can be helpful for assessing the alignment of learning to the priorities of strategic aspect of the organisation (Kolb and Kolb, 2012).
There are several aspects of methods of learning. Different types of technology are very much required for the assessment of different methods of learning and development within the organisation. Employees of an organisation always need effective technique of learning. From the given case study, it can be stated that, the journalists have required notable learning and development program meeting the challenge within the sector (Xu and Griffiths, 2011).
However, the evolution needs developed mindset and skills. There are several types of methods for enhancing the aspect of learning and development of every employee within the organisation. In order to set the skill, digital campus seminar, master classes, podcasts are effective as well as necessary for the employees (Reigeluth, 2013).
According to the case study, it can be stated that, the master classes, seminars have helped to think about the digital skills of the journalists rather than traditional skills of journalism. These techniques have provided the interest among the employees of the organisation in order to understand the effectiveness of digital journalism.
However, digital learning week program can be very helpful for providing adequate information towards the employees. Discussion forums also can be able to demonstrate speeches of eminent speaker from the external sources. It can be utilized for the internal and external situation of the organisation (Passarelli and Kolb, 2012).
However, there are some perspectives about the formal and informal validation of learning technique. Different European countries have emphasized upon the importance of creation of visible learning that takes place generally outside the structure of formal education and training institutions, for example at work, in leisure time activities and at home. However, for the growing competitiveness within different sectors of business, the aspect of digitization has been affected upon the activities of learning and development. Within the competitive world, the digitization is very important for enhancing the capacity of learning as well as development for the employees. As the case study shows, the employees have been motivated by the innovative techniques of digitization process for enhancing the learning and development of the employees (Savery, 2015).
Conclusion:
The learning and development are the most effective aspects for the purpose of employees and organisation. The extensive level of learning and development process of the organisation can motivate an employee. In order to engage the employees within the effectiveness of the organisation, a purposeful process of learning as well as development is very much required for the enhanced operation of the organisation. Learning and development will be helpful for enhancing the level of performance of the employees within the organisation.
Reference list:
Beevers, k. And rea, a. (2013) learning and development practice. 2nd ed.london: cipd
Buckley, r. And caple, j. (2009) the theory and practice of training. 6th ed. London: kogan page
harrison, r (2009) learning and development. 5th ed. London: chartered institute of personnel and development
Kolb, A. Y., and Kolb, D. A. (2012). Experiential learning theory. In Encyclopedia of the Sciences of Learning (pp. 1215-1219). Springer US.
Lövdén, M., Wenger, E., Mårtensson, J., Lindenberger, U., and Bäckman, L. (2013). Structural brain plasticity in adult learning and development.Neuroscience and Biobehavioral Reviews, 37(9), 2296-2310.
Passarelli, A., and Kolb, D. A. (2012). Using Experiential Learning Theory to Promote Student Learningand Development in Programs of Education Abroad.
Reigeluth, C. M. (Ed.). (2013). Instructional design theories and models: An overview of their current status. Routledge.
Reiser, R. A., and Dempsey, J. V. (2011). Trends and issues in instructional design and technology. Pearson Merrill Prentice Hall.
Rice, W. (2011). Moodle 2.0 E-Learning Course Development. Packt Publishing Ltd.
Savery, J. R. (2015). Overview of problem-based learning: Definitions and distinctions. Essential Readings in Problem-Based Learning: Exploring and Extending the Legacy of Howard S. Barrows, 5.
Stewart, j. And rogers, p. (2012) developing people and organisations. London: cipd
Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2).
Xu, F., and Griffiths, T. L. (2011). Probabilistic models of cognitive development: Towards a rational constructivist approach to the study of learning and development. Cognition, 120(3), 299-301.
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