Training and Development
The learner-guided approach of training employees refers to a system where workers are allowed to exercise the freedom of choosing how to organize their learning guides. In this case, the learners are left to plan for the entire time that will be spent during training taking into account all the learning activities that will be involved. The employees are also responsible of scheduling of the learning activities, the selection of their learning resources not to mention organizing the process and metric of performance evaluation.
The learner-guided approach of employee training is facilitated by training guides that direct the nature of activities that will be involved during the training. The training guides are tailored to match specific competencies targeted by the employees. The guides include the skills that the employees should exhibit at the end of the training (Cox, 2016). Additionally, the guides are inclusive of learning activities that the employees will use to meet the training goals. In addition to the fore mentioned components of the training guide, there are resources that the training will need for the employees to meet the target skills.
The learner guided approach exploits self- directed learning strategies that the trainees are expected to perfect before they interact with content. The self-directed learning activities allow the learners to have control over multiple options of learning. Among the activities and modes of learning that are prescribed to self directed learning include self-paced learning where the trainees are able to explore different learning methods and strategies depending on their skills set and the resources available (Cox, 2016). Furthermore, self directed learning allows the trainees to individualize instruction in the sense that they are able to define specific ways of learning based on their pace of learning and the skills that are targeted at the end of the training.
Self directed learning can only be successful if the employees are able to utilize the available resources and the technology in the workplace. The learning approach recognizes technology as a resource that allows the learners to access information through multiple platforms in essence internet and emails (Cox, 2016). Additionally, technology is identified as tool in self directed learning where it is used to facilitate and manage the learning outcomes of the trainees and their organization.
In the modern world of business, self directed learning gains its relevance in the need for employees to continually learn, improve and adapt to the societal economic and technological changes in efforts to stay relevant and competitive. However, the success of self directed learning is founded on a number of critical factors among them the need for the employees top recognizes the rewards and benefits that are realized once they are engaged in self directed learning (Cox, 2016). Therefore, the first way of an organization to create awareness and harness the self directed learning is to show the employees the benefits that are associated with the activities. Improving skills and competencies while at work gives the employee an opportunity to increase their productivity and efficiency in their respective roles within a business.
Setting learning goals and encouraging the employees to adapt a self training culture are effective ways that organization can ensure that their employees are involved and interested in self training. Setting training goals gives the employees a challenge to conquer and find out about their strengths in learning new skills and implementing them. In this case, the management can consider offering incentives to the top performers as a way of encouraging the learners to continue investing time and efforts towards learning (Milhem et al., 2014). The importance of developing and maintaining a self learning culture is that the business or organization enjoys more productivity while the employee boosts their professional skills-set. Furthermore, when an organization is able to consistently engage the employees in self learning activities it saves time and resources duties are performed with greater skills thus reducing the resources used in supervision.
Technology enhances the learner-guided approach to training as a source of information through platforms such as the internet. The availability of a wide variety of learning resources on the internet makes technology one of the most helpful tools in learning today (Cox, 2016). For instance in a data entry company where employees are not well versed with touch typing after the introduction of modern computers can use the internet to learn about touch typing. The multiple models of learning and reading materials on the internet will enable the clerks to first evaluate their typing speeds before joining demos to help them develop the needed typing skills. The same platforms can be used as evaluation tools for the trainees to evaluate their progress in learning.
Cox, J. H. (2016). Smart training and development: A learner-guided approach. Performance Improvement, 55(5), 6-9. https://doi.org/10.1002/pfi.21586
Milhem, Q. W., Abushamsieh, K., & Perez, M. N. (2014). raining strategies, theories and types. Journal of Accounting – Business & Management, 21(1), 12-26. https://libraryresources.columbiasouthern.edu/