To create effective in-house training, it's essential that your trainers, coaches and mentors implement the four stages of the learning cycle to ensure that the needs of their learners are met, ultimately helping to achieve your organisation's objectives.
Whether you do in-house training as a small scale knowledge sharing exercise or as part of a bigger initiative, as an employer you need it to be an effective use of resources. By training your trainers on the four-stage Learning Cycle you'll be giving them a structured and logical framework on which to base the learning, increasing the likelihood of a successful outcome.
This 60 minute course will give your trainers an understanding of the four key stages of the Learning Cycle, as well as providing them with insights into how they can apply the stages to their own learning and development projects.
After completing the module, your employees will be able to:
- Identify the information required to successfully set learning needs and objectives
- Consider individual learning needs and styles in the creation of learning and development projects
- Identify factors that help to plan an effective learning programme
- Pinpoint which factors lead to the successful delivery of a learning plan
- Identify strategies for assessing learning outcomes and evaluating the learning programme.
Accredited Off-the-Shelf Elearning
Adding value for your learners, this course is certified for Continuous Professional Development (CPD) and has been endorsed by City & Guilds.
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Learning is a continuous process, and we learn throughout the whole of our personal and professional lives. So how can you support the professional development of your people by creating or enhancing your learning development cycle?
There are four main stages of the cycle and it is important to see the stages as flowing to and from each other. Although there is often a start in recognising a learning need, this can happen at any stage and the process it often ongoing without any real end. Staff continue to grow and be supported through the learning cycle.
So we start by identifying the needs of the learner through assessment and effective questioning. This provides an outline of the skills or knowledge gaps they have and provides them with the opportunity to grow. The needs form the basis of their learning development plan, which should be designed around the individual and become a living document that grows with them. The plan should include smart targets and learning goals as well as a blend of learning techniques tailored to the individual.
When teaching and assessing, feedback is essential in ensuring the learning plan is effective, continues to fit the individual’s needs and that they remain on track.
Evaluation of both the learning progress and the plan with ensure that new targets and areas of development are identified and that the learning cycle is a continuous process to support the growth and professional fulfilment of the individual.
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