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Embrace new learning concepts, employers urged
HR News |
27/04/2012
UK organisations have been slow to incorporate new advances in training and development, a new report has claimed.
According to the Chartered Institute of Personnel and Development (CIPD), employers are continuing to rely on decades-old analysis and techniques, despite recent advances in the science of how people learn.
In a recent study, conducted alongside Cornerstone OnDemand, the HR body found that many businesses and organisations are using methods of learning analysis and diagnostics that are more than two decades old.
Old versions of Belbin Team Roles and Honey and Mumford Learning Styles Questionnaires continue to be used, CIPD found.
"By contrast, organisations were less likely to update their arsenal by integrating new scientific developments," the body stated.
"Only 12 per cent said that they used game-based learning, just five per cent incorporated generational changes in brain function, and four per cent incorporated brain plasticity, despite all three being salient and applicable recent scientific advances."
Meanwhile, 55 per cent of respondents said they had never heard of 'nudges and incentives to design learning', and 63 per cent were not familiar of 'deep practice and learning'.
Both concepts have been the subject of bestselling books in recent years, while the UK government has even set up its own 'nudge unit'.
John McGurk, learning and development adviser at CIPD, said that with new frontiers constantly being breached, "a whole array of fresh insights" on how individuals and organisations learn can be accessed.
"The good news is these are being translated for us by specialist researchers who see the connection with workplace learning," he stated.
"The findings show that we can benefit greatly from drawing on that expertise and CIPD will be providing exciting new resources to help practitioners get more savvy about the science of learning.”
Posted by John Lynes
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