Training and Learning are commonly considered interchangeable. However, training is process-oriented, while learning is self- driven. Learning is compulsory for children in their first few years of education. Later, they step up to higher education and development, which exposes them to many career options. Alongside, perspectives change, and expectations also increase as per the changing demands of the Industry. It is said that “change is the only thing that is constant”; “change is inevitable”. We see change on all paths of life, ranging from education to lifestyle. Education is no exception; there have been remarkable changes in the education system as evidenced by today’s generations. While some find it suitable, others do not.
In earlier days, education and advance trainings were requisites for getting good jobs. Now, theoretical knowledge grasped during academic years needs to have an extension of practical experience. This is not restricted to students but is applicable to teachers and corporate professionals as well.
In the traditional context, we stop learning when we complete formal education, but the truth is that we must keep learning till the time we intend to perform.
Learning should not be restricted; rather, it can be effective through cross-functional operations and effective learning collaborations with colleagues from other fields and disciplines.
Along with knowing our area of work, it is equally important to know how we can utilise it for the betterment of society. We should know the various stakeholders and branches in the field of our work rather than restricting work to watertight compartments. This knowledge gives us the pleasure of learning something new and innovative.
Indian Universities are coming up with the ‘cafeteria approach’ in learning patterns of graduate and post graduate courses, which enables a student to choose and attend two or more specialisations to build his/her expertise. The revised pattern and syllabus also enable summer and winter internship projects in multiple specialisations. This initiative can help our society come out of its traditional mind set.
Learning Organisation (LO) is an old concept in the corporate world. Each organisation wants its human resources to develop and contribute something new to its functioning. In order to make that happen, continuous learning is must; one should be ready to be a student for a lifetime. Organisations strive to adapt to changing trends through an effective Learning and Development practice, which is conventionally outsourced. However, anticipating greater challenges ahead, some renowned companies have started their own learning centres – such as the Tata Motors Academy (TMA), Larson and Turbo learning Centre, SKF College Campus etc. – rather than outsourcing the learning division as earlier. Learning & Development is an integral part of any organisation and crucial for its overall development. Such centres can do fantastic work in the advancement of their employees.
Despite the presence or absence of any mandate, learning is a self-driven activity which needs to be wholehearted; learning has no age and continuous learning definitely needs motivation. While talking to my HR colleagues, I find that HR/training associates across companies need to convince employees to attend any in-house training programme, which is really an unfortunate thing to happen.
Compulsion in training does not result in expected results. Many researchers and psychologists have put forth traditional and process theories for proving the concept of intrinsic and extrinsic motivation. As per changing times and changing needs of the economy, all those who aspire for self development should take the concept of self-motivation more seriously and take necessary steps to go ahead in the journey of learning.
The views and opinions expressed in the article are those of the authors and do not necessarily reflect the official policy or position of The Tilak Chronicle and TTC Media Pvt Ltd.