There is still a significant gap between the knowledge and skills passed on and acquired in the institutions and its applications as seen in the industrial environments. As a result, organizations have come to a realization that close liaison between such institutions and the industry is crucial so that employee development programs are made more purpose oriented (Vinesh, 2014). According to Maimuna, Nda and Yazdanifard (2013) organizations invest immensely on Learning and Development programs. U S Organizations alone spend $126 billion annually on employee Learning and Development. Therefore, it is important for organizations to effectively manage their Learning and Development in order to achieve optimum returns of their investment.
Learning
and Development can be effectively practiced in organizations only with the
understanding of the learning theory and the process involved in learning and
development (Armstrong and Taylor, 2014).
The 70:20:10 model
The
70:20:10 model (created by Morgan McCall, Michael M.
Lombardo, Robert A. Eichinger and the
Centre for
Creative Leadership) is
a Learning and Development model used within the
training profession. As shown in the fig (2). In addition, it is widely used in organizations as
a guideline for Learning and Development programs. (Jonson, 2014).
Figure 2: The 70:20:10 model.
As the creators of the model describes, it
shows that individuals obtain 70% of their knowledge from job-related
experiences "On the Job Learning”, 20% from interactions with others “Learning
through Feedback”, and 10% from formal educational events and courses “Formal
Learning”. (Armstrong and Taylor, 2014).
And when it comes to planning development of individuals,
organizations must be mindful that each element of the model is investigated. Particularly
“Learn & Develop Through Experience” and “Learn & Develop Through
Others”. But this has not been the case in the past, as organizations usually
started with the 10% and most often identify training as a problem and
selecting channels of delivering as a solution. The 70:20:10 approach
recommends that designing of solutions should start with elements that are most
likely to produce fast and efficient results. These are the ones that are
integrated with the workflow, that is the 70 and 20. (Arets, Jennings and
Heijnen, 2016).
The
following video will further emphasise that the 70/20/10 model is not
considered as the only means of learning for each individual. And that it can
be used as a framework or tool that bring the organization close with L&D. Further according to the 70/20/10 model for Learning and
Development, majority of learning takes place in the workplace (70+20).
Video
1: 70:20:10 Myth
Source: (Jennings, 2019)
Major Theories of Learning
Reinforcement
Theory
Reinforcement
theory was originally proposed by B.F. Skinner. His belief was that changes in
behavior takes place with the individual’s response to events or stimuli
attached with outcomes such as rewards or punishment. This is also known as
operant conditioning. It explains that individuals can be conditioned to repeat
the behavior by positive reinforcement in the form of feedback and knowledge (Armstrong
and Taylor, 2014).
As
Isai Amutan (2014)
explains reinforcement theory can be used to shape an individual’s behavior
and actions. He further explains how the approaches of reinforcement can
increase or decrease a desired behavior of a person. As shown in fig (3) positive reinforcement is widely used as a tool to motivate employees in
organizations. As an example, training and development programs should be
aligned with the organizational objectives and a positive outcome should be
expected with such training and development programs. Different types of
rewards in the form of bonuses, salary raises, promotion and awarding of
certificate after the training program can be associated with the training and
development activities and these rewards will generate a positive outcome.
Figure 3: Reinforcement Theory.
Source: (Isai Amutan, 2014)
Andrade
et al. (2021) in their paper presents a Reinforcement Learning (RL)
approach to optimize the long-term scheduling of maintenance for an aircraft
fleet.
In addition, to set goal in scheduling them as close as possible to their due
date. In doing so, the number of checks is reduced, and the fleet availability
increases.
In
the aircraft maintenance department, several positive and negative
reinforcement approaches are used to achieve and eliminate certain behavior.
Examples are,
·
Providing regular
positive feedback for quality work.
·
Providing opportunities
for advancement.
·
Monitory and performance
bonuses.
As positive
reinforcement to motivate employees.
·
Punishment and warning
for poor performances and repeated major errors.
As negative reinforcement to eliminate undesired behavior.
List of References
Andrade, P., Silva, c., Ribeiro, B and Santos, F.B. (2021) Aircraft maintenance check scheduling using reinforcement learning. Aerospace 2021, 8(4), pp1-18 [Online]. Available at < www.mdpi.com.>. [Accessed on 13th August 2021].
Arets, J, Jennings, C and Heijnen, V (2016) Primer-702010-into-action.pdf. [Online]. Available at < http://702010 institiute.com.>. [Accessed on 14th August 2021].
Armstrong, M and Taylor, S. (2014) Armstrong Handbook of Human Resource Practice. 13th ed. New Delhi, Kongan Page Limited.
Isai Amutan, K. (2014) A review of B. F. Skinner’s ‘Reinforcement Theory of Motivation. Journal of Research in Education Methodology, 5(3), pp 680-688 [Online]. Available at < www.researchgate.net.>. [Accessed on 13th August 2021].
Jennings, C. (2019) 70:20:10 Myth [Online]. Available at < www.youtube.com.>. [Accessed on 15th August 2021].
Johnson, D. (2014) Getting from 70-20-10 to continuous learning, Bersin Research Bulletin [Online]. Available at < research-bulletin-2014.pdf (deloitte.com).>. [Accessed on 15th August 2021].
Maimuna, M., Nda and Yazdanifard, A. P. D. R. (2013) The impact of employee training and development on employee productivity. Global Journal of Commerce and Management Perspective, 2(6), pp.91-93 [Online]. Available at < www.researchgate.net.>. [Accessed on 14th August 2021].
Vinesh. (2014) Role of
training & development in an organizational development. International
Journal of Management and International Business Studies, 4(2), pp.213-220
[Online]. Available at <www.ripublication.com.>. [Accessed on 14th August
2021].
Agree to the fact that reinforcement can be used to shape individuals behaviour and actions.
ReplyDeleteIsai Amutan (2014) further elaborates that there are many methods of reinforcements and choosing the ideal reinforcer may vary according to values and features of individuals and groups.
Agreed. According to a study conducted by Yazdanifard and Wei (2014) They elaborate that, Reinforcement theory was developed by B. F. Skinner and positive reinforcement is the most commonly used method in which one's behavior is reinforced or enhanced as a response of the results. Further their study analyzed the impact of positive reinforcement on the performances of employees in organizations by utilizing extrinsic reward or intrinsic reward.
DeleteAgreed. However, I thought of sharing application of eLearning in aviation industry with you. eLearning
ReplyDeleteis popular in aviation industry due to its cost effectiveness and due to the nature of the industry.
According to Laskaris (2015), there are three approaches of developing eLearning such as flight
simulation training for pilots and flight crew, scenario-based training and safety management systems.
E learning is elaborated in another post.
DeleteOnline learning, or e-learning, means instruction and delivery of training by computer online through the Internet or the Web. It is accessible at any time and any place. One major advantage of E- learning is that training can be delivered to geographically dispersed employees. Training can be offered more quickly and to a larger number of employees in less time. Simulations were used from the past as a training method that represents a real-life situation. Example of simulators used traditionally was flight simulators for pilots. Nevertheless, Computer-based training can also involve simulations. Virtual reality, a sort of simulation that even more precisely simulates the work environment, has benefited from new technologies (Noe, 2010).
In addition, I would like to concern about machine and safety learning. It enhances knowledge and skill of risk factors when flight and their general operations. With demanding complexity and volume of operations, rapid accumulation and analysis of this safety-related data can maintain and even lower the global accident rates in aviation (Lee et al., 2020).
ReplyDeleteAccording to Rupasinghe et al. (2010) Several studies have investigated the applicability of technology-based solutions in redesigning AMT curricula [1].These included the use of virtual reality-based simulators to create complex inspection scenarios and computer-based training (CBT) tools to promote inquiry-based learning.
DeleteOne of the main reasons why companies embraced the 70 20 10 model was to create a learning strategy that maximized worker learning and development while also increasing employee performance. Traditional learning, delivered through formal training programs, may be the most effective way to address skills shortages, performance concerns, or retraining needs, but 70 20 10 focuses on learning in the workplace. Its goal is to make good employees exceptional by giving a variety of learning opportunities through various ways.(Olivia, 2019).
ReplyDeleteI coudn't agree more with you Kavan on the point you have brought up. The 70:20:10 model serve as a useful reminder that majority of learning occurs in the workplace rather than in formal learning situations. However, it is important not to take the three elements in the 70:20:10 model separately in practice. They are interdependent. As an example, coaching, mentoring and courses work best when they support on-the-job development (Arets, Jennings and Heijnen 2016).
DeleteAgreed, Further, employees are the backbone of the organization. The accomplishments or issues experienced by the organization are contingent to the performance of its employees (Mwema & Gachunga, 2014). Therefore, it is vital for organizational leaders to recognize the importance of training and development in employee performance and evaluation
ReplyDeleteTo maintain its worth, human capital requires constant investments in learning and development. When information gets outdated or lost, the value of human capital decreases, and new learning and relevant job experiences are required to compensate (Brassey,Christensen and Dam 2019).
DeleteService learning differs from community service or volunteerism in that the student’s education is at the core—service learning directly connects traditional curriculum with concern for one’s community (Kaye 2004).The incorporation of service learning into the education process has grown at an astounding rate during the past 15 years (Bringle, Phillips, and Hudson 2004)
ReplyDeleteAgreed.Positive reinforcement of desired behaviour elicits more of the same; negative reinforcement of undesirable behaviour elicits less of the same.'
ReplyDeleteReinforcement models are still in use today as explanations for work motivation and job performance, as well as justifications for performance pay (Armstrong and Taylor, 2014).
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DeletePositive reinforcement is a technique to bring out and to strengthen positive behaviors by rewarding positively and It can be applied in workplace through extrinsic rewards and intrinsic rewards. Negative reinforcement is the elimination of adverse stimuli in order to improve the likelihood of a behavior being repeated (Isai Amutan, 2014).
DeleteYes. One of the most popular of these definitions is the one suggested by Gregory A. Kimble (1917–2006), which defines learning as a relatively permanent change in behavioral potentiality that occurs as a result of reinforced practice (Kimble, 1961, p. 6). Although popular, this definition
ReplyDeleteis far from universally accepted. Before reviewing sources of disagreement over Kimble’s definition, let’s look at it more carefully.
The organization's external environment must be built properly and positively in order to motivate employees.” The Reinforcement Theory of Motivation is a powerful tool for controlling a person's activity and behavior. However, this theory doesn’t give attention to the reason for peoples’ behavior (Isai Amutan 2014).
DeleteAgreed with your content. Study by Akrofi (2016), highlights the importance of implementing pedagogical approach in learning, for organizations with training centres. This blended approach incorporates both formal (directive and structured) and informal (interactive and reflective) executive learning approaches which provides senior managers the capability to transfer the workplace to drive organizational performance.
ReplyDeleteAgreed. Employee Learning and development is a technique that not only increases the skills required to accomplish a job, but also makes people happier with the results of their work(Rodriguez and Walters, 2017)
ReplyDeleteAccording to Armstrong and Taylor (2014) the effectiveness of learning is enhanced by joining up the different methods available which can be identified as blended learning. Blended learning can also be defined as a mixture of conventional and online, web-based, undertakings to attain learning, knowledge (Motteram & Sharma, 2009).
ReplyDelete