Under
Construction 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
kn owledge
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 environ ment.
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 r espected
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 module s,
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. | 
