Introduction to Workplace Learning:
* Learning is the most significant factor contributing to organizational success, especially in the light that knowledge will rapidly supercede capital, labor and raw materials. * Concepts of learning can be either formal learning or informal learning. * Traditionally learning was more relied on off the job learning methods such as training courses, seminars and educational programs. * Focused developmental programs * Usually a management initiative * Practical; helps people acquire job related knowledge and skills * Has specific and measurable outcome * Task centered, rather than a learner centered * Achieved in a fixed time period * One of the most significant developments of HRD is its focus on workplace learning or informal learning, which emerged from the limitations of formal learning (suffer in terms of transfer to job or lacking relevance to learners needs). * There is lack of clear definition on workplace learning, but it still appears to be centered around a number of key concepts (Eraut, 2000) 1) Concerns on the reflection on and learning from experience; 2) Significant based on the real life problem solving; 3) Acknowledges that much learning is also a function of a collective activity situated within a specific social context as much as it’s individual.
Most of our learning comes from what we are doing, and throughout our lives we learn from our experiences (Dennison and Krik 1990).
* Learning takes places as a result of experience. * And that experience is processed by conscious thought and by doing something new. * The learner must actively take responsibility of the learning. * But it can be facilitated and made more efficient by skillful management. Experiential learning cycle by Kolb D ‘74 Concrete experience
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