Best Learning Programme Designs to utilise a mix of Learning Methods

We believe that people learn in different ways and therefore the best learning programme designs utilise a mix of learning methods. For this reason we have developed the following learning methods to provide our clients with maximum choice. Consequently we believe The HRD Group occupies a unique position within the UK 's training establishment.

HRD Online

All our training courses are underpinned by the HRD Online training and HR Management system - using push learning technology - to offer our clients a blended learning capability.

Use of this system allows course participants to acquire knowledge in accordance with their needs, and at a time and pace of their choosing prior to workshop attendance - and subsequently to contextualise and consolidate the workshop experience. This learning method enables classroom based learning to be more effective and to progress at a faster rate. It also enables the tutor and peer group to be much more focussed on behaviours, attitudes, perceptions and skills development - workshops must achieve change!

HRD Online has over 300 Business, Management and Personal Skills training courses. Each course contains underpinning knowledge, attached internet pages for optional research, exercises/studies, a content quiz for knowledge checking and a notepad, i.e. a spread of learning methods. Course selection can be achieved via customisable competencies using 360, self and assessor feedback. Personal Development Plans, training results and Continuous Professional Development records are all produced. All learning activity and training results are visible to authorised personnel. HRD Online training is institutionally approved.

See www.hrdonline.co.uk

Action Centred Learning

Offers skills training in a risk free environment. Using experiential learning methods enables participants to confidently experiment with new approaches, test new found knowledge, and develop new skills and attitudes.

As people learn best by doing so we use experiential learning methods to help participants review their performance in realistic situations but ones where errors or mistakes can be made in a way that does not have serious consequences or cause damage to themselves or their organisation.

See www.actioncentredlearning.co.uk

Business Simulation

The HRD Group is a license holder of the well respected April Executive computerised business simulation. This system developed around the Western European automobile industry further enriches our learning methods.

Participants learn by thinking through business opportunities, and threats, and take decisions on model specifications, research and development projects, pricing and promotion, level of production etc. To be successful teams will need to reflect on the consequences of their decisions - this leads to an understanding of how individual decisions impact on other aspects in business and how to diagnose problems, develop coping strategies, and be both proactive and reactive, etc.

Knowledge Tests

The significant advantage of conducting knowledge tests is that the individual is not reliant upon their own or third parties subjective view. The advantage of our knowledge tests is that each question is linked to learning material and consequently a link to that learning material is emailed to the participant for each question they failed to answer correctly.

The TestEd portfolio using push learning on HRD Online provides an approach that must be the most economically avaible use of quality training resources - anywhere!!!

Where knowledge tests are a compulsory element of regulatory bodies, with successful completion is a prerequisite to certification, then the HRD Online training system has a portfolio of structured, email driven and blended eprogrammes.

See www.managementqualifications.co.uk

Workshop

Learning methods are not complete without having the human dynamic present. Our workshops range from half day modules, delivered in-house, to five day intensive sessions, with a residential option. All workshops are customised in terms of learning objectives, content, and delivery style.

We however do not subscribe to talk and chalk but an experiential experience wherever possible - so for all our workshops we place emphasis on situation analysis so that theory can be successfully applied within the organisation. To achieve this we adopt a facilitator style to encourage full and active participation - in this way momentum and user motivation is maintained and desire for change cultivated.

Work Based Assignments

Regardless of what learning methods are selected the true test is can the candidate utilise that learning to the benefit of their organisation? To meet this challenge we encourage clients to incorporate within any blended learning programme a work based assignment.

Terms of Reference can be developed with particular bias towards a current organisational mission or selected from our library of Level 3 and Level 4 assignments. These work based assignments are fully accredited by the Institute of Leadership & Management.