Learning & Development in Organisations series

LEARNING & DEVELOPMENT: CONCEPTS, CONTEXTS AND PROCESSES outlines and discusses the core concepts of learning, training and development and related concepts, such as human resource development and workplace learning. It provides a brief outline of the historical development of L&D in organisations and discusses key external and internal changes that shape the way that organisations manage strategic L&D. These external trends include global competition and the global labour market, changing technology and the changing workforce, as well as trends such as corporate social responsibility (CSR), ethics and sustainability. Key internal context elements include business strategy, organisational structure and culture. It also documents key changes in managing people, including changing careers, the changing nature of jobs, work design, employee contracting, talent management and the role of personal initiative. The ebook then explains the scope, nature and boundaries of strategic L&D and concludes with a discussion of strategic L&D and evaluates the case for investment in L&D in organisations.

IDENTIFYING AND PRIORITISING LEARNING & DEVELOPMENT NEEDS provides a detailed discussion of the initial stage of the L&D process, which is concerned with identifying key learning gaps or opportunities. The authors discuss the key components of the needs identification / assessment process and the different approaches that organisations and L&D practitioners use. The different levels of needs analysis are described, as well as the full spectrum of analysis that needs to be carried out, including who should be involved, the types of methods that are appropriate at different levels of analysis and the challenges involved in conducting needs assessment.

STRATEGIC LEARNING & DEVELOPMENT IN ORGANISATIONS: THEORY, FRAMEWORKS, STRUCTURES AND GOVERNANCE begins with a discussion of theoretical approaches to understanding the contribution of L&D in organisations, including the universalistic, contingency and configurational approaches. It also considers important theories that provide justification for strategic L&D, including human capital theory, the resource-based view, the behavioural approach, ability-motivation-opportunity theory and attribution theory. It then provides a discussion of commonly used frameworks available to conceptualise L&D in organisations, such as the systematic model, open systems model and a number of more contemporary models. The ebook concludes with a consideration of alternative ways to structure L&D and the governance dimensions of L&D in organisations.

STRATEGIC LEARNING & DEVELOPMENT: STRATEGY, PROCESSES AND RESOURCES continues the theme of strategic L&D started in STRATEGIC LEARNING & DEVELOPMENT IN ORGANISATIONS: THEORY, FRAMEWORKS, STRUCTURES AND GOVERNANCE, the second ebook in this series. This ebook gives particular emphasis to the role of L&D in shaping and influencing business strategy. It provides a detailed discussion of content, process and implementation issues when formulating and implementing L&D strategy in organisations. Reference is made to the key resource issues, including financial, physical and human resources, and the ebook concludes with a discussion of learning culture and climate.

DESIGNING CLASSROOM, DIGITAL, BLENDED AND FLIPPED LEARNING SOLUTIONS introduces the concept of learning design, specifically in the context of classroom, digital, blended and flipped learning solutions, and the key stages of the learning design process. The ebook considers the purchase or design decision as a key outcome of the learning needs analysis process, followed by a discussion of four learning design models and their key components. The authors provide a detailed discussion and evaluation of the development of learning objectives and how these help the development of learning content. The initial components of the ebook focus on the design of classroom learning; however, the authors then address the design of digital, blended and flipped learning solutions and explain the learning design decision associated with each type of design content.

ADULT LEARNING, LEARNER MOTIVATION AND ENGAGEMENT addresses the topic of adult learning, which is critical to understanding the design of formal L&D activities. The ebook begins with a discussion of the concept of learning outcomes and then reviews different categorisations of learning outcomes, going on to provide a short overview of the evolution of adult learning theory. Reference is made to different categories of learning theory and their implications for the design of formal L&D activities. The authors also introduce the concepts of learning styles and multiple intelligences and explain different theories related to learning style. The ebook then discusses the concepts of training motivation and engagement and highlights misconceptions about adult learning. It concludes with a discussion of the implications of adult learning theory for the design of L&D.

OFF-THE-JOB LEARNING & DEVELOPMENT METHODS focuses on the use of off-the-job methods to achieve learning objectives. The authors first discuss the spectrum of learning methods, ranging from taught to blended, and how they are linked to organisational performance. They then provide a discussion of learning methods and highlight the advantages, disadvantages and applications of off-the-job methods.

ON-THE-JOB LEARNING & DEVELOPMENT METHODS focuses on structured and informal on-the-job learning methods and the different methods that can be used in organisations. The authors provide a detailed evaluation of structured on-the-job training methods, such as job construction training, development discussion and planning, job performance aids, job shadowing, internships and apprenticeships. They then focus on informal on-the-job L&D methods, such as learning through observation, learning from mistakes and learning through day-to-day experiences. This ebook also gives more detailed consideration to blended learning and the 70:20:10 model and concludes with a discussion of when on-the-job methods are appropriate.

USING TECHNOLOGY TO DELIVER LEARNING & DEVELOPMENT IN ORGANISATIONS provides an introduction to the use of technology to deliver L&D in organisations. The ebook begins with definitions and explanations of different technology-based training methods and the reasons for the shift to technology-based training. The authors then provide a detailed discussion of the characteristics of eLearning, massive open online courses (MOOCs), mobile learning (mLearning), gamification, computer-based simulations, virtual reality (VR) and augmented reality (AR). They then discuss the characteristics and application of learning management systems (LMSs) and concludes with a discussion of the advantages and disadvantages of technology-based training.

IMPLEMENTING AND DELIVERING CLASSROOM-BASED LEARNING & DEVELOPMENT IN ORGANISATIONS describes, discusses and evaluates the issues around the implementation and delivery of L&D in organisations. The ebook initially discusses the differences between instruction and facilitation and the skills that are required of L&D professionals in each context. The authors then provide a detailed discussion of the role of learning theory in the context of the delivery of training, looking at pre-training, during training and post-training. They also discuss the decisions that need to be made to develop lesson plans and the skills involved in delivering training through both facilitation and instruction approaches. The latter parts of the ebook consider the creation of a positive training environment and the challenges encountered in both facilitation and instruction.

TRANSFER OF TRAINING IN ORGANISATIONS provides an introduction to the transfer of learning in organisations. The authors define and describe different types of training transfer and describe different models that depict the training transfer process. They then discuss the types of strategies that L&D professionals can use to facilitate learning transfer, focusing on the roles of managers, learners and L&D professionals. The ebook concludes with a discussion of the factors that L&D professionals should consider when auditing the L&D environment.

In SOCIAL, COLLABORATIVE AND COLLECTIVE LEARNING IN ORGANISATIONS, the authors first define a number of concepts and discuss learning theory issues associated with this type of learning. Then they discuss different types of social and collective learning, including learning in teams, communities of practice (CoPs) and the learning organisation. The ebook provides a detailed discussion of evaluation of the role of social media in social and collective learning and the different types of social media that can be used by L&D professionals. It concludes with a discussion of collective learning processes, including learning circles, organisational dialogue, open space technology, World Café and the conditions facilitating social, collaborative and collective learning.

EVALUATING LEARNING & DEVELOPMENT IN ORGANISATIONS begins with an explanation of different evaluation concepts and how they differ from related concepts and processes. The authors then discuss the case for the evaluation of learning and describe different models of evaluation, including the Kirkpatrick, COMA and Integrated models. Then they consider the complex issues that are required to measure and evaluate job behaviour and organisational results, as well as the types of data collection designs that can be used.

In RETURN ON INVESTMENT AND LEARNING ANALTYICS, the authors describe and evaluate different models or approaches to ROI and the complexities of this type of evaluation. The ebook also looks at the concept of learning analytics and the different analytics that can be used by L&D professionals. It concludes with a discussion of Big Data and its application to L&D, as well as the issues that organisations should consider when implementing both ROI and L&D data analytics.

THE FUTURE OF LEARNING & DEVELOPMENT IN ORGANISATIONS, the final ebook in the series, considers future challenges and possible directions for L&D in organisations. The authors review scenarios related to the future world of work and their implications for L&D. The ebook then focuses on the challenges of delivering L&D in a global context, the impact of national culture on L&D and changing perspectives on L&D in organisations, and highlights a number of future opportunities and challenges facing L&D.

CHANGING LEARNING & DEVELOPMENT ROLES, COMPETENCE DEVELOPMENT AND PROFESSIONAL ETHICS begins with a discussion of changing role expectations and the spectrum of L&D roles found in organisations. The authors then discuss the competencies of L&D professionals and how these can be developed. They give particular focus to the concept of continuous professional development (CPD) and then focus on the nature of professionalism, ethics and the L&D practitioner. The ebook concludes by outlining different approaches to making decisions about ethical dilemmas in L&D.