Can we develop a model for learning in the organisation? Martyn Sloman

Our agenda What’s happening in training and learning ? 1 What is a model, why and do we need one? 2 What are the components of a model? 3

PowerPoint exercise

“three-quarters of the workforce use automated or computerised equipment” “there has… been a marked and sustained increase in the proportion of people who report that computing is an ‘essential’ part of their job. This rose from 31% in 1997 to 40% in 2001, and then to 47% in 2006 ” Changing skills at work

Training an instructor-led, content-based intervention, leading to desired changes in behaviour Learning a self-directed, work-based process, leading to increased adaptive capacity

Learning not training

The systematic training model

Two principles of training design Knowledge Skills Judgement Attitude Unconscious competence Conscious competence Conscious incompetence Unconscious incompetence

The learning organisation

Learning and business strategy are closely linked The organisation consciously learns from business opportunities and threats Individuals, groups and the whole organisation are not only learning, but also learning how to learn Information systems and technology serve to support learning rather than to control it There are well-developed processes for defining, creating, capturing, sharing and acting on knowledge These various systems and dimensions are balanced and managed as a whole Miller and Stewart People Management 17 June 1999

Terms used in articles

The 1990s: technology transforms training

‘90% of training in organisations should be delivered electronically by 2003’ Tom Peters speaking at the ASTD Conference, Florida, June 2001

Web 2.0/social networking? “the second-generation of internet-based communities that encourage collaboration between users” “the business revolution in the computer industry caused by the move to the internet as platform, and an attempt to understand the rules for success on that new platform”

Supporting, accelerating and directing learning interventions that meet organisational needs and are appropriate to the learner and the context A new role definition for the trainer

A new model? How do the acquisition of skills and knowledge increase organisational effectiveness? 1 How do people learn? 2 How can we maximise the transfer of learning? 3 What are the most effective processes? 4

Thank you