Help plan training and learning

 There's an article I'd like to share as learning and development through training poses as our continued challenge ka.

Got it from https://hbr-org.cdn.ampproject.org/c/s/hbr.org/amp/2019/10/where-companies-go-wrong-with-learning-and-development under the title, 'Where Companies Go Wrong with Learning and Development' by Steve Glaveski, Harvard Business Review, October 02, 2019 ka.

Key points I got na ka:

• Bryan Caplan, author of The Case Against Education, says in his book that education often isn’t so much about learning useful job skills, but about people showing off, or “signaling.” I like it because it's sort of a Thai way of saying 'I did', 'It's done.' without much about the outcomes and links to the work.
• People learn best when they have to learn. Mandate busy employees to attend a training session could make little alignment to their needs. I think this is so true when we indicate specific courses and hours of training without looking into what's truly needed in our organizations and what matches our team.
  
• “The Forgetting Curve.” by German psychologist Hermann Ebbinghaus, is really interesting and it's an aspect to consider....he found that if new information isn’t applied, we’ll forget about 75% of it after just six days. 
• Lean learning is needed to help acquire/remember what we've learned by learning the core of what is needed to learn, applying it to real-world situations immediately, receiving immediate feedback and refining our understanding, and repeating the cycle. 
• The author also adds that effective learning could include activating peer learning (I think the more we share, the more we remember what we've learned and could better put to use), personalized content, ongoing support, and outcome checks.

On the whole, I think quality HR team is crucial and in the government sector, this needs total reform. It needs to move away from traditional ways of thinking and acting....attendance, routine assessment and promotion, number of hours training , far-too-specific courses for all positions (one size fits all kind of things???), etc.

Instead, HR dept. could plan with more realistic thinking about learning effectiveness along with the organization's vision and mission as well as needs in the future and of individuals. I like it when it talks about ongoing support, not just to tick 'yes, it's done' and to be far too rigid for specific tasks the persons are responsible for. It'd be great to look at the big picture and ability to see the links of one's excelling in knowledge and experiences with needs of the organization collectively. Could try various methods, even peer's role as coach/mentor, not just traditional ways of training and evaluation ka.

Time for new thinking and consideration for the Next New Normal na ka!