This one tells you about the theories followed by the Human Resource Development people in order to tackle their problems. It contains number of theories, info about self learning, informal learning, learning curve, role of UK govt. etc.

1. UNIT: 23 HUMAN RESOURCE
AND DEVELOPMENT
Assignment Title:- Learning Styles and
Government- led skills initiative
by Shraddha Sharma

2. CONTENTS
 INTRODUCTION
 HONEY and MUMUFORD LEARNING STYLE
 KOLB’S THEORY
 MYER BRIGGS INVENTORY
 INFORMAL LEARNING
 SELF MANAGED LEARNING
 LEARNING CURVE
 TRANSFER OF LEARNING
 IMPACT OF LEARNING THEORY
 CONTRIBUTION OF LEARNING STYLE AND THEORIES
 ROLE OF UK GOVERNMENT
 QCDA AND OFQUAL
 SECTOR SKILL COUNCIL
 APPRENTICESHIP SCHEMES
 REFERENCES

3. INTRODUCTION
 Learning is the process through which an individual
gain knowledge or by practicing and further
enhancing their skills.
As mentioned by Wenger, Nancy White and John
Smith - By learning, we do not mean just book
learning, or classroom learning, or even e-learning.
We see learning as an integral part of life.
Sometimes it demands an effort; sometimes it is not
even our goal. But it always involves who we are,
what we do, who we seek to connect with, and what
we aspire to become.
LO.1

4. HONEY AND MUMFORD(1982)
1.1

5. KOLB’S THEORY
1.1

6. MYER BRIGG’S INVENTORY
1.1

7. INFORMAL LEARNING
Informal learning is learning which happens without a
tutorial. It happens outside the working area
generally.
BENEFITS:
• Leads to increased proficiency.
CHARACTERISTICS:
• Just in time
• Experimental
1.1

8. SELF MANAGED LEARNING
SML involves individuals who manages their own
learning.
1.1

9. CONTINUOUS LEARNING
 Continuous learning is the basic requirement in any
field of success.
 It is the ability to adapt the change and to apply
strategies.
1.1

10. LEARNING CURVE
ROLE OF LEARNING CURVE
-It shows the growth of an
individual with respect to
their experience.
-It helps him compare the
stage where the person
was and the present stage.
1.2

11. TRANSFER OF LEARNING TO THE
WORKPLACE
 It is applying the skills and knowledge learnt during
one context to the other .
1.2

12. IMPACT OF LEARNING THEORIES
 The result after applying the learning theories will
always be positive.
 The work will be more efficient and less time
consuming.
 It will be easy to manage for a team while planning
for any event.
1.2

13. CONTRIBUTION OF LEARNING STYLES AND
THEORIES WHEN PLANNING AND
DESIGNING A LEARNING EVENT
 Different learning theories and learning styles are
available for various activities.
 Different styles are effective for different individuals
according to their capability and the job required.
 Learning theory, style and the learning event are
co-related with each other and success depends on
careful selection and acquisition.
 For planning and designing a learning event in an
organization it is important to use an appropriate
learning style to be able to achieve the objective of
the organization.
1.3

14. ROLE OF U.K. GOVERNMENT
 In recent years government has promoted the idea
of lifelong learning. The individual is encouraged to
carry on learning even after leaving the formal
education.
 They promote lifelong learning which is further
helpful for any person.
4.1
LO.4

15. QCDA
 QCDA stands for qualification and curriculum
development agency.
 It is an exempt charity.
 It is an executive non-departmental public body
(NDPB)
OFQUAL
• Office of qualification and examinations results
• It’s a non-ministerial government department
4.1

16. SECTOR SKILL COUNCIL
o It covers specific industries in the UK.
o They are the employer led organization
o They follow their goals like:
1.to understand the skills needed by their
industry
2.To support employers in enhancing the
apprenticeship standards.
4.1

17. APPRENTICESHIP SCHEMES AND IMPACT OF THE
COMPETENCY MOVEMENT ON THE PUBLIC AND
PRIVATE SECTORS
 Apprenticeship is a for training new candidates of
any profession with on-the-job training
accompanied by studies.
 It also enable them to have a license for practicing
their regulated profession.
 The impact results in the sectors paying more
attention to the their core competencies.
4.2

18. CONTEMPORARY TRAINING INITIATIVE
TAKEN BY UK GOVERNMENT
 TRAIN TO GAIN (T2G) it is the initiative funded and
promoted by UK by government to provide the
vocational training to employed individuals.
 It mainly focuses on the age group of 25+ who do
not have a full level 2 qualification via Learning and
Skill Council.
4.3

19. REFERENCES
 What are Learning Styles. 2015. What are Learning Styles. [ONLINE] Available
at: http://web.cortland.edu/andersmd/learning/Introduction.htm. [Accessed 16 February
2015]
 home - from workSMART.org.uk. 2015. home - from workSMART.org.uk. [ONLINE]
Available at: http://www.worksmart.org.uk/. [Accessed 16 February 2015].
 Personality Assessment Inventory & Professional Development | CPP . 2015. Personality
Assessment Inventory & Professional Development | CPP. [ONLINE] Available
at: https://www.cpp.com/en/index.aspx. [Accessed 16 February 2015].
 Pat Burke Guild and Stephen Garger, . (2001). Diversity, Learning Style and
Culture. Diversity, Learning Style and Culture. 2nd (1), 2-10
 Atherton J S (2013) Learning and Teaching; Experiential Learning [On-line: UK]
retrieved 16 February 2015
from http://www.learningandteaching.info/learning/experience.htm
Read more: Experiential
Learning http://www.learningandteaching.info/learning/experience.htm#ixzz3RsyoiUXw
Under Creative Commons License: Attribution Non-Commercial No Derivatives
 By Scott, Catherine (2010). The Enduring Appeal of 'Learning Styles'. australia: Australian
Council for Educational Research. COPYRIGHT 2010 Gale Group.. 5+.