Learning and Development Methods
There are numerous learning and development methods which can be grouped into three main categories. Each learning method has its advantages and disadvantages.
| On-the-job Methods | Advantages | Disadvantages |
| On-the job instruction and coaching | · Directly work-related
· Builds closer working relationship between the person coaching and the person being coached · Suitable for planned and ad hoc use · Potentially very cost effective |
· Not always appropriate for development of coaches
· Potential work related interruptions and pressures · Piece-meal approach to skill development over period of time · It can be poorly planned and implemented · Frequently delegated to proficient individual |
| Shadowing or working next to an experienced colleague | · Cost effective
· Based in the workplace · Practical and very job specific |
· Colleague may not be competent as a trainer/coach
· Bad habits can be learned from the colleague · Impacts on the productivity of the colleague · When this involves the client, they must agree to it |
| Delegation | · Motivates individual and builds self-confidence
· Increases scope of job roles · Develops individuals for future roles |
· Requires tasks to be delgated and monitored effectively
· High risk approach until degree of confidence and competence achieved |
| On-the-job Methods | Advantages | Disadvantages |
| Secondment/job rotation | · Creates new interest and perspectives
· Practical and high level of involvement |
· Time away from main job role
· Need for suitable opportSessionies |
| Special projects and delegation | · Development of skills and potential for setting up new and interesting challenges | · Lack of suitable mentors
· Time to undertake additional projects within job role |
| Off-the-job Methods | Advantages | Disadvantages |
| Lectures, talks and presentations | · Ideal for factual and information based activities | · Often one-way form of communication
· Passive process for individuals |
| Group discussions/problem-solving meetings | · Directly work-related
· Useful for team-building · Ideal for generating new ideas |
· Requires effective facilitator
· Discussions can deviate from the group’s objectives |
| External seminars/courses – short | · OpportSessiony to present new ideas, theories and concepts
· Expertise available from consultants and other expert sources |
· Mixed skills levels of individuals
· Potentially less relevant to work · Requires viable groups · Time intensive |
| External courses – long | · Can lead to qualification
· Individual often highly motivated |
· Time away from work place
· Potentially less direct relevance to work |
| Off-the-job Methods | Advantages | Disadvantages |
| Computer-based, e-learning and on-line learning courses | · Flexibility and use anywhere
· Wide availability of topics and course |
· Self discipline is required
· Potentially less direct relevance to work · Potentially expensive |
| Open or distance learning | · Flexibility and use anywhere
· Wide choice of courses available |
· Strong self discipline required
· Potentially less direct relevance to work |
Time to Reflect
Q: Which learning methods have you experienced over the past 2 – 3 years?
Q: Why did you choose to learn in these ways?
Q: How effective and enjoyable did you find these methods?
Q: What alternative methods could you have used to achieve the same or even better outcomes?
Q: Which learning methods suit your preferred learning style?
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