Employee Learning and Development: Strategies for Effective Training

This report focuses on employee learning and development, emphasizing the importance of tailored training approaches. It highlights the significance of adult learning principles, such as interactive sessions and practical applications, to enhance the learning experience. The report also explores the role of a trainer in designing and delivering effective training programs, incorporating interactive methods and considering the diverse needs of learners. Furthermore, the assignment emphasizes the importance of continuous learning and development in improving employee skills and overall organizational performance. The report references relevant literature, including Knowles (1977) and Parding & Berg-Jansson (2018), to support its arguments and provide a comprehensive understanding of the topic.

Employee learning and development
All learners learn in their own individual way and unique styles. The principles of adult
learning (Knowles, 1977) suggest that adult learners prefer to be engaged and interactive in
their learning sessions, want content to add value and help them achieve their goals, and are
more self-motivated to learn. I have understood from all discussions, readings, and
introspection of my learning experiences that having an internal focus to learn new things that
add value to my personal development is very significant to my learning experience. As an
adult learner, I would want more hands-on learning experiences such as games, interactive
sessions, team-based activities, and role plays rather than relying on just plain lectures or
reading materials.
As a trainer, I would apply these principles and learning to my instructional design. I
understand that while it would be difficult to cater my course content to the unique demands
of every learner, I can still design and deliver a training program in a way that has multiple
pedagogical approaches that would engage my audience (Parding & Berg-Jansson, 2018). I
would also keep the session interactive, inviting the participants to share their experiences
and expectations, thus making them an active member of the training session rather than a
passive learner.
As a future HR practitioner, I understand the importance of continuous training and learning
for enhancing functional, technical, and behavioral skills in all employees so that there is an
improvement in the efficiency and effectiveness of the on the job performance which would
ultimately benefit the organization as a whole.

References
Knowles, M. (1977). Adult learning processes: Pedagogy and andragogy. Religious
Education, 72(2), 202-211.
Parding, K., & Berg-Jansson, A. (2018). Conditions for workplace learning in professional
work. Journal of Workplace Learning.