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Annie Hayes



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Shift from training to learning applauded


A four year study claims a shift from training to learning has occurred in recent years.

Research from the Chartered Institute of Personnel and Development (CIPD) shows that leading organisations are tackling skills shortages by creating a culture of learning.

Martyn Sloman, CIPD Learning, Training and Development Adviser said, “Training is one method by which you can learn – characterised as an instructor-led, content-based intervention, leading to desired changes in behaviour. But learning places far more emphasis on the individual and is the process by which a person gains new skills and knowledge. It is a self-directed, work-based process, leading to increased adaptive capacity.”

But warns Sloman, learning will only happen if individuals actually want to learn:

“Successful organisations are those that can persuade and encourage their people to learn to learn. Combining business requirements with the learning strategy will ensure employees make use of their skills within the organisation and gain support from managers.”

The report, From training to learning, details 26 case studies which claim to demonstrate how ‘employers are supporting, accelerating and directing learning to deliver business benefits’. Amongst the featured profiles are:

  • INA Bearing Company Limited – a Welsh manufacturing firm that has focused on boosting competitiveness by developing the capability to deliver higher value added products.
  • Government Communications Headquarters (GCHQ) – due to new threats, such as terrorism, GCHQ developed a culture to include a new approach to shared learning.
  • Surrey County Council – introduced a programme designed to improve the IT skills of staff.
  • Transport For London – reconsidered their approach to training in IT skills.

One Response

  1. Learning not training
    It has taken far too long for this shift from training to learning to occur and I might suggest, the change is only just starting to happen.

    It might be sensible to abandon the whole notion of training. Instead to focus solely on learning and the needs of the learner.

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Annie Hayes


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