Learning and the Learning Organization, Training and Development and Government-led Skills Development Initiatives.

Edexcel BTEC level 5 Unit 23

W. M. Minali Pramodya

Introduction to the organization.

Company Name : Zone24x7, Inc.
Vision : To be a leading technology solutions
provider.
Mission : To lead the advancement of
technology and provide highest quality
solutions which would deliver true business
benefit to the customers.
It is a multinational company where software,
hardware, firmware are being developed.
They provide their services to largest
companies situated in USA.
They started operations in Sri Lanka in 2014
with 8 associates today they have more than
160 associates.

CEO
CFO
General
Manager
VP of
Engineering
VP of Sales &
Marketing
VP of strategy &
Technology
Head of Department
Human Resource Manager
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LO 1.1 Learning Styles

Honey and Mumford
Activist I will try anything once Learners are enthusiastic and openminded about new things, act first and think about consequences later and
easily get involve with others. - Trainee Associated Software Engineer
Reflector Look before you leap Learners are learning observe and ponder
new experience, and their analyzing all available data before they act and
they think before come to the conclusion. - HR Manager
Theorist If it is logical it is good Learners learn through theories,
assumptions, principles and models. They would always think problems
through systematically and logically. - Business Analyst
Pragmatist If it works, it is good. But there is always a better way. Learners
learn of something works in good way and practically that is the best way for
them, eager to try out ideas, theories and techniques to see if they work in
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practice. They are essentially practical. - Software Engineer

LO 1.2 Learning Curve

Im Proposing
Zone24x7.

Leadership

training

for

software

engineers

of

Learning Curve is a graph showing the relationship between level of

learning of an individual and time spent on learning.
The role of learning Curve is useful
To suggest typical patterns of a given (Leadership) skill,
To illustrate the progress of a given trainees learning,
To plan the size of the chunks to be taught in one session .

Transferring Learning
The importance of transferring (Leadership) learning to the
workplace.
Effective leadership will increase the productivity of the
organization.
Good leadership involves serving the organization and people
within it.
It helps to learn leadership skills by remembering and
retrieving of information.
The transfer of learning is a significant issue for practice
leadership skills.
It is an issue of organizational sustainability and personal
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survival.

 Stages of learning circle

Stage 1 Unconscious incompetence - Software engineers arent aware of
leadership skills that they dont know.
Stage 2 Conscious incompetence Software engineers become aware of
leadership skills that they dont know.
Stage 3 Conscious competence Software engineers work at knowing of the
leadership skills. (during the training)
Stage 4 Unconscious competence Software engineers dont have to think
about knowing of the leadership skills. (after the training)

Learning Curve indicates speed of learning of the associates of

Zone24x7. So there are 3 typical learning curves.
1. Negatively accelerated learning curve
2. Positively accelerated learning curve
3. Skills acquisition learning curve
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LO 1.3 Contribution of learning theories and styles.

Planning a Leadership Training to the software engineers
of Zone24x7.
Honey and Mumford learning style
Activist Trainee associated software engineers Competitions,
Role play, Group discussions
Pragmatist software engineers Allow practice with coaching,
Offer new techniques, new ideas and theories.

Kolbs learning style

Converging software engineers Test with new ideas
Accommodating trainees team work

MBTI Learning Style

Learning Theories
There are three learning theories.
1. Behaviorist Learning theory example : multiple
choice tests
2. Cognitive learning theory example : visual tools like
mind-maps
3. Social learning theory

LO 2.1 Training needs for different levels.

Department
Level

Middle
Management
Level

Technical-team
Level

Decision Making
capability and
leadership skills.

Performance
reviews and
problem solving
capability.

Team building and

inter-personal
skills.

Off the job training

On the job training Off the job training
programs to build
up skills.
and evaluate their
and conduct team
performances and
building activities
give reviews.
to build up skills.
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LO 2.2 Advantages and disadvantages of training methods.

Method

Advantages

Disadvantages

Mentoring

Ease of acclimation.
Sense of achievement

Frustration
Mismatched pair

Job instructional
training

Effective and economical

Immediate feedback

Ineffective if trainer lacks

instruction skills and work
techniques.

Induction training

Reduces labor turn over and Lack of motivation of

absenteeism.
employees
Creates favorable
impression on employees.

Lectures &
Conferences

Can learn from outside

specialist.

More expensive because of

transport and accommodation.

E- learning

Flexible delivery, with

access from home, work
etc.

Need of internet facility may

not be available to all
employees.
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LO 2.3 Systematic approach to training.

1. Identify training needs The knowledge, skills or competencies that have to be
acquired. Ex : Improve software engineers soft skills and professional
etiquettes.
2. Prioritize training needs Evaluate existing skills of staff. Ex: 60% of software
engineers need soft skill training.
3. Establishing training objectives Description of skills to be learned. Ex: Give a
training to improve soft skills such as, Professional etiquette, Time
management, Team building, Communication skills, Email tools and techniques.
4. Determining training evaluation method How skills will be tested. Ex: Get
evaluation through tests and feedback.

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5. Determine method of delivery Consider other related training decisions.

Ex: Content - Professional etiquette, Time management, Team building, Communication
skills, Presentation skills, Stress management, Email tools and techniques.
Materials Hard copies of presentations of each topics, written test papers and evaluation
papers.
Methods Off-the-job training, workshops and Outdoor training with practice sessions.
Target group 100 software engineers
Trainers Training conduct by Dr. Arosha S. Adikaram at OLAK Management Training
Centre Col 10.
Time On 12th September, 2015 from 8.00 A.M. to 6 P.M.
Budget RS 70,000/=

6. Implementation Putting the training into practice.

7. Evaluate the success of training.

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LO 3.1 How to evaluate a training event?

Purposes of evaluation
I. To determine the effectiveness of training.
II. To help improve the design of training.
III. To provide management information and be transparent.
.What should be evaluated?
I. Participant reactions.
II. Learning outcomes.
III. Behavior and performance change.

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 When should evaluation take place?

I.

Formative evaluation Evaluation take place on planning stage.

II. Summative evaluation Evaluation take place at the end of the training.

.Who should evaluate training?

I.

Senior Management

II. Training specialists

III. Trainees
IV. Trainees line managers
V.

External training providers

.How is evaluation data gathered?

I.

By Questionnaires (Happy sheets)

II. By Written tests (Knowledge tests)

III. By Performance tests
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LO 3.2 Training evaluation Model.

There are number of models of evaluation. The most influential is the
Kirkpatrick model.

Reaction To what degree participants react favorably to the training.

Learning To what degree participants acquire the intended knowledge,
skills, attitudes.
Behavior To what degree participants apply what they learned during
training when they are back on the job.
Results - To what degree targeted outcomes occur as a result of the
training event and subsequent reinforcement.
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 There are several designs can be used to assess the success of

training. The major designs are,
a. Post Measure
Training

Measure

This measure means assessing success after the training program.

b. Pre-Post Measure
Measure

Training

Measure

This measure means assessing the success before and after the
training.

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C. Pre-Post measure control group design.

1.

2.

Measu
re

Trainin
g

Measu
re

Measu
re

No
Trainin
g

Measu
re

This design allows to determine the exact impact of training on

learning, behavior and results in a reasonable way.
1st Experimental group is a group of trainees to which training is
given.
2nd Control group is a group of trainees to which training is not given.
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LO 3.3 Advantages and Disadvantages of

Kirkpatrick Model.
Advantages
Quick and Not expensive
to gather or to analyze.
Less easy for complex
learning.
Can be done immediately
the training ends.
Individually
results
evaluation is not difficult.

Disadvantages

It does not measures actual outcome of training.

It does not indicate whether knowledge and skills will be

used back on the job.

Information can be difficult, time consuming and more costly

in the result level.

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LO 4.1 Role of government in vocational

education and training in Sri Lanka.
TheVocational Training Authorityof Sri Lanka(VTA) was established on 16th August
1995 under the provisions of the Vocational Training Authority of Sri Lanka Act No.12
of 1995.
The Tertiary and Vocational Education Commission, popularly known as TVEC was
established in 1991 under the Tertiary and Vocational Education Act No. 20 of 1990
and reconstituted as a statutory body by the TVE (Amendment)Act. No 50 of 1999.
National Apprentice and Industrial Training Authority (1NAITA) and the University for
Vocational Technology (Univotec) previously had known as the National Institute of
Technical Education of Sri Lanka (NITESL) are important when considering vocational
education in Sri Lanka.
The NAITA functions as the leading agency in providing apprenticeship training. It
manages three national training institutes and Apprenticeship Training Institute (ATI)
is one of them.
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 The Univotec was inaugurated in 2008 with the purpose of

providing education at degree level for those who come through
NVQ system as well as those who work in industry and wish to
acquire degree level education.
There are 38 Technical Colleges throughout the country and 9
colleges have been upgraded as Colleges of Technology to offer
diploma level courses leading to National Vocational
Qualifications. These institutions are managed by Department of
Technical Education & Training which functions under the Ministry
of Skills Development, Vocational and Technical Education.
UK, Sweden, Netherlands, Japan, Korea, Philippines and India are
some of the countries where academic staff training has been
provided.
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LO 4.2 Competence based training.

Competence-based training is developed around thecompetency standardsthat
have been identified for a specific job.
To be assessed as competent, a person must demonstrate the ability to perform
the jobs specific tasks.
Individual needs a set of competencies in order to be excellent on the job as well
as on the life in general. They are,
Technical competency
Human Relation competency
Conceptual competency
Intelligence/ Mental reasoning competency
Personality
Individual character
Personal management competencies

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In a competency-based system, both the employer and

the employee benefit. Benefits of Competence based
trainings are,
Ensures that training is cost-effective, goal-oriented and
productive
Targets specific training needs
Standardizes performance across organization
Improves quality of products and services
Competency-based training should be motivational and
empowering to achieve those benefits.
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LO 4.3 Contribution of government to the Human

Resource Development.
What is Human Resource Development? Human
Resource Development is the framework for helping
individuals to develop their personal and organizational
skills, knowledge and abilities.
So HRD is a necessary thing for a government because
government emphasize the importance of training and
development as they aim to remove the barriers of the
employability.
Thats why life long learning is becoming the main
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 Education and Employment are essential building blocks for individual,

community, and national development, and for a peaceful society, and
a universal human right. Today in Sri Lanka, education is viewed in the
context of lifelong learning in which the individual is ever capable of
further progress. (NHRDC in Sri Lanka)
The basic education provide by schooling. Higher education provide by
State universities and Vocational training institutes.
The encouragement to keep life-long learning an important part of
someones life is being encouraged by the governments continuous
investment in education and training; not just for young people but also
for adults with no basic skills which are needed in the workplace.
Having successful education system and training will give a country a
stable economy and job satisfaction and political stability. Creating
Skills for people will allow them to remove themselves from poverty
and become part of society.
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Conclusion.
Zone24x7 is one of the few company in the world where
software, hardware and firmware are being developed under
one roof. Management encourage growth through freedom of
exploring new ideas and learning through theories and
practices. Zone sees the training and development of its
associates as essential to achieving its goals. Employees are
invited to discuss their training needs during their formal
performance appraisal meeting with their managers at any
time. management provide full support to the employees so
they can be at their best performance level and it will effect
towards their organizational structure and work environment.

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Reference.
Dessler, G. (2000) Human Resource Management. Upper Saddle River :Prentice
hall.
Redman T. and Wilkinson A. (2001) Contemporary Human Resource Management:
Prentice Hall.
The Competency Group. 2015.Competency-Based Training. [ONLINE] Available
at:http
://www.thecompetencygroup.com/competency-solutions/competency-based-traini
ng.aspx
. [Accessed 12 September 15].
Ukessays. 2013.Different Learning Theories Of Human Resource Development.
[ONLINE]
Available
at:
http://www.ukessays.com/essays/education/different-learning-theories-of-human
-resource-development-education-essay.php
. [Accessed 10 September 15].
Vocational Training Authority of Sri Lanka. 2013.Who we are. [ONLINE] Available
at:http://www.vtasl.gov.lk/vta/who_we_are.php. [Accessed 12 September 15]. 26

Any Questions??

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