Analyzing Learning Theories & Styles for HR Development Planning

This essay provides a comprehensive overview of various learning theories and styles relevant to workplace training and human resource development. It compares different learning styles such as Activist, Pragmatic, and Kolb's learning style, highlighting their respective characteristics and applications. The essay also delves into learning theories including Behaviorism, Cognitivism, and Constructivism, explaining how each contributes to the learning process. Furthermore, it discusses the role of the learning curve in assessing employee performance and the importance of transferring learning to the workplace for organizational growth. The essay emphasizes the practical application of learning styles and theories in planning effective learning events to meet employee development needs and enhance overall organizational performance. Desklib provides access to this essay along with a wealth of other solved assignments and study resources for students.

TASK 1
UNDERSTANDING DIFFERENT
LEARNING THEORIES AND
LEARNING STYLES

1.1 Comparing different learning styles
There are various learning styles that can be practiced
for imparting training and learning to employees in an
organization.
Activist: This style involves people in learning by
doing activities. They are made to practically
perform tasks to learn new skills. Activists can learn
efficiently when they are made to lead discussions
and problem solving sessions and made to perform
in competitive environment (Riding and Rayner,
2013, p.203).

Continued…
Pragmatic: Pragmatics are learners who like
to implement learned skills in real world
problems. They learn best when they are
allowed to experiment with ideas and
theories, provided with techniques with
immediate practical advantages and
implement what they have learned.

Continued…
Kolb’s learning style: Kolb’s learning inventory
identifies four learning styles based on four stage
learning cycle that help develop self awareness,
mutual understanding and team building.
It includes concrete experience, reflective
observation, abstract conceptualization and
active experimentation (DeCoux, 2016, p.205).
Concrete experience builds proper observation of
the activities, reflections are further assimilated
to build abstract concepts that allow employees
to experiment and learn new skills.

Continued…
Learning theories: Several learning theories
can be
applied for transferring learning in the
workplace.
Behaviorism: This theory denotes that
learners are like blank pages that can be
filled by providing experiences.

Continued…
Cognitivism: This determines the idea of
through process behind behaviour. It states
that human have cognitive sense that allow
them to process information rather than just
responding to stimuli.

Continued…
Constructivism: It is based upon idea that
people construct own perspective of the
world based on personal experiences.
Each learner has different mindset and
perceptions and learning depends upon how
they interpret their individual experiences
and what do they learn from it (Ertmer and
Newby, 2013, p.62).

1.2 Role of learning curve and importance of
transferring learning to workplace
Learning curve is an indicator of the
performance of the employees that
determines the learning progress of
individuals.
Learning curve is useful for both learners and
managers for assessment of the learning
experience provided and gained and is set
against the time scale and task performed.

Continued…
Transfer of learning is the process of
applying acquired skills and knowledge in
new situations. It is imperative that managers
and executives effectively transfer learning
process to the workplace for human resource
development for better business growth.

1.3 Contribution of learning styles and theories
in planning a learning event
When planning a learning event it is imperative
that practical applications of learning styles and
theories are included in the event so as to
effectively impart the knowledge and skills to the
workforces to fulfill learning needs and
development of employees.
Application of learning styles and theories provide
an easy way to HR managers to convey employees
what is expected out of them by the organizations
and why and how they can develop themselves for
both individual benefits and organizational
performance (Kapp et al. 2016, p.271).

Reference List
De Rijdt, C., Stes, A., van der Vleuten, C. and Dochy, F., 2013.
Influencing variables and moderators of transfer of learning to the
workplace within the area of staff development in higher
education: Research review. Educational Research Review, 8,
pp.48-74.
DeCoux, V.M., 2016. Kolb's learning style inventory: A review of its
applications in nursing research. Journal of Nursing
Education, 29(5), pp.202-207.
Ertmer, P.A. and Newby, T.J., 2013. Behaviorism, cognitivism,
constructivism: Comparing critical features from an instructional
design perspective. Performance Improvement Quarterly, 26(2),
pp.43-71.
Furnham, A. and Crump, J., 2015. The Myers-Briggs Type Indicator
(MBTI) and Promotion at Work. Psychology, 6(12), p.1510.

Continued…
Kapp, K.M., Latham, W.F. and Ford-Latham, H.,
2016. Integrated learning for ERP success: A learning
requirements planning approach. CRC press.
Pedersen, P.C. and Slepniov, D., 2016. Management of the
learning curve: a case of overseas production capacity
expansion. International Journal of Operations & Production
Management, 36(1), pp.42-60.
Radhakrishna, A. and Raju, R.S., 2015. A Study on the Effect
of Human Resource Development on Employment
Relations. IUP Journal of Management Research, 14(3), p.28.
Riding, R. and Rayner, S., 2013. Cognitive styles and learning
strategies: Understanding style differences in learning and
behavior. Routledge.