The following In-House Advisor guidance note Produced in partnership with Beth Pipe of Bellis Learning Solutions Ltd provides comprehensive and up to date legal information covering:
This Practice Note provides guidance on different approaches to delivering learning and development (L&D) and covers:
factors to consider when selecting learning methods
A wide range of methods for learning, training and development exist that can be used to meet learning needs.
The choice of learning method for each identified need will depend on several factors including:
the nature and priority of the learning need
the level of seniority and qualifications of the learner
the subject matter
evaluation of the effectiveness of previous learning activities and events
costs and budgets available
When designing a learning and development (L&D) programme it is essential to understand from the outset that one size will not fit all. You may need to combine a variety of learning methods to suit a number of different factors, needs and learning styles.
There are many different learning methods available, although the first method that often springs to mind is to send people on a training course. Formal training courses are time and labour intensive, but have advantages in certain circumstances as they offer:
dedicated time for learning
the chance for participants to share ideas with each other and learn from shared experiences
a structured setting
the opportunity to practise skills in
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