In both definitions we see that learning was in some form mentioned as being part of human resource development, and from further understanding of HRD we see that learning is important in all aspects of HRD efforts. According to the text Human Resource Management by Jon M. Werner and Randy L. DeSimone they defined learning a relatively permanent change in behavior, cognition, or affect that occurs as a result of one’s interaction with the environment.
There are three basic principles of learning contiguity, the law of effect and practice. Practice is stated to be repeating the event with the hope that it will increase the strength of what is being taught. For example in any sporting area practice is needed to strengthen the players and so to in the business environment. In understanding how practice works in order to maximize learning we look at the primary area of the training design under the categories of conditions of practice and retention of what is learned.
There are at least six issues that relate to practice and learning they are; active practice, massed versus spaced practice sessions, whole versus part learning, overlearning ,knowledge of result and task sequences. From the six issues the three that I would considers using are; Active practice proposes that the individual who is being taught should be given the opportunity to repeatedly perform the task or use the knowledge being learned. For example surgeons, rescue squad, pilots, just to name a few should be given avenues to practice hat they learned. Same goes for training the mechanics to install the automobile air-conditioners using the new installation procedures, if the mechanics are allowed to practice the theory that was taught it would leave room for better understanding of what is required of them and result in better outcomes on the jobs confirming , that the new procedures was learnt. Massed versus spaced practice involve whether the training should be conducted in one session or divided into segments separated by a period of time.
Studies have shown that spaced practice sessions lead to better performance and longer retention but are more effect for difficult and complex tasks, however the task at hand isn’t difficult and can be taught in one session. Overlearning is practice beyond the point at which the material or task is mastered. This is another condition in which the trainers can implement when training the mechanics to install the air conditioners using the new procedures, giving the mechanics enough opportunities to keep practicing the task will soon become simple The goal goes beyond the trainee learning the task or material but also retaining it.
There are three additional issues that influence retention; these are the meaningfulness of the material, the degree of original learning and interference. The more meaningful and factual the information is the easier it is learned and remembered and since the new procedure is important for the installation of the air conditioners the mechanics would seek more interest and retain the information effectively , as they would see it fit to keep their jobs and acquire more customers.
Secondly for the mechanics to continually retain the information being learned there should be little or no interference or it should be taken into consideration when training. This meaning that sometimes the knowledge of the old procedure might affect the way the mechanics learn the new procedure also if new steps are added while installing the air conditioner in a different vehicle it can cause confusion in the learning process.
The case of the new Employee Assistant Programme Act, since it is an act where information may be presented in a document and the managers can always refer to it when needed, I would suggest using the conditions of active practice. This being the Employees Assistance Programme Act would be something that they would have to implement everyday so it would certainly give the managers the opportunity to perform the task and use the knowledge being used.
Also because there is no real step by step process of implementing the act then the conditions of a massed practice session can be put in place, for example a meeting can be held where all managers are taught and given an explanation of the act and why it is necessary, as well as the document of the act where they can refer to when needed. By giving an explanation and ensure the managers what is the purpose and the reason for the Employee Assistant Programme Act , it leaves room for better retention since they are aware of the meaningfulness of they are being taught.
Also distinguishing the difference from similar acts can reduce the interference of confusion and misunderstands. In conclusion if the these conditions and retentions are used in the training design both the employees and the managers can experience maximum learning and show that in order to learn practice is required. Read more: http://www. businessdictionary. com/definition/human-resource-development-HRD. html#ixzz2MgJJc071