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Mr.

Training To Learning

Introduction

The most important challenge facing today’s organisation is “How to support, accelerate, and direct learning to deliver the business strategy. This change module discusses ways to promote individual, team, and organisational learning.

A shift from the prevalent training to learning will be an important factor in determining the future profitability and delivery of services, the future role and status of people management and development professionals. In a knowledge-driven economy, competitive advantage is built where individuals actively seek to acquire knowledge and skills that promote the organization’s objectives. Employees should “learn to learn” and possess the capabilities enabling them to do so.

Training has a tendency to reach to present needs, rather than build capabilities for the future. It only transfers large amounts of information rather than build on the knowledge of individuals. Being detached from the work process, it lacks the supporting processes needed to put new ideas into practice. A competent training professional should ensure that the training event is an effective learning experience.

The less descriptive areas like coaching, mentoring, and peer-group learning are becoming increasingly important to support individual and organisational learning. The focus of this research is to promote learning in the process of people development.

Summary of Research Report

The capacity to adapt is the greatest gift of learning. It allows the learner and the organisation to remain agile in the face of uncertain future conditions, whereas other outcomes of learning like knowledge and skills, tend to have specific applications and a shorter shelf life. Therefore, the challenge is to move from a strategy based on the delivery of training towards one based on support for learning.

Training – It is an instructor-led, content based intervention, leading to desired changes in behaviour.

Learning – It...