Self-Directed and Lifelong Learning
Self-directed learning entails the initiation of learning by the learner, identification of the learner’s own learning goals, choosing and making use of learning strategies, and assessing the learning outcomes.
Category: Employee Performance
Humanistic, Behaviorist, Cognitive, and Constructivist Views of Self-Directed Learning
The concept of self-directed learning from the constructivists’ point of view is in conformity with the integrative point of view which is based on Gestalt theorists. Both recognize the importance of self-directed learners in the learning process, their interests, attitudes, and abilities to utilize past experiences in meeting new situations. Both believe that there is no substitute for experience in the self-direction learning process.
Characteristics of Self-Directed Learners
Self-directed learning is a lifelong process. Self-directed learners are aware of their own learning desires and interests, confident of their learning abilities based on previous learning experiences, capable of setting their own goals in learning, are able to choose strategies for learning, are capable of being self-motivated and self-disciplined, understand the process of learning, and are aware of their own learning skills, including strengths and weaknesses in learning.
Approaches to Identification of Training Needs
The results of the training needs analysis allows training objectives to be determined by answering what needs to be done. The training needs analysis identifies which individuals need training and what type of training is needed. Training is not always the best solution to the given situation, and it is almost never the only solution. Other solutions which are more suitable may also be recommended. These include responsibility and role defining, improved communication, job rotation, clarification of job descriptions, and performance support tools. The recommendation can be a blended solution of both training and some other action.
The Four Key Steps of Training Needs Analysis
The significance of a training needs analysis can be better understood by exploring the consequences of a nonexistent training needs analysis. A nonexistent training needs analysis can be a contributing factor to a higher percentage of workforce turnover, additional retention costs, poor employee performance, loss of business, and loss of profits.
Organizational Strategic Planning
Strategic planning represents different concepts to different individuals. To some it means establishing missions and exercising values. To others it signifies establishing deadlines for action items and managing changes. Whether philosophical or task-oriented, strategic planning means moving an organization in the direction of a shared vision through mutual goals and objectives.
Training and Development Challenges of Today’s Organizations
To ensure sustainable organizational change and development, there needs to be clear guidelines and strategies to ensure continuous rather than episodic change. Top-down bottom-up communication is critical to the success of organizational change, as well as allowing the participation of employees. When employees feel part of the transition, they are more likely to be supportive of the change effort. Organizational Change and Development are vital concepts in the survival and good performance of any organization, and require an intimate and effective inter play among the structures, participants and processes pertaining to the organization.
Key Verbal and Nonverbal Active Listening Skills
Our personal filters, assumptions, judgments, and beliefs can distort what we hear. As a listener, your role is to understand what is being said. This may require you to reflect what is being said and ask questions.
Communication Skills for Working in Small Groups
By understanding how to communicate in work teams, you will be able to participate more effectively. Good communication skills are vital to your success within a work team and within an organization.
HRD Is an Asset to Organizations
Talent retention has continued to be an immense challenge to many organizations. Organizations have experienced an increase in talent shortages, which has made organizations appreciate the importance of employees in realizing their professional goals. Talent shortage can be defined as a situation where the skilled labor being supplied is not able to meet the demand of the organization.