Designing Workplace Learning is an important part of Human Resource Development. An example of the workplace context creating special circumstances for training is provided - Small and Medium Enterprises (SME's). Here the workforce can seldom be released from work to attend training courses, making workplace learning more desireable for employers. Analysis, sometimes called Training Needs Analysis (TNA) is a vital part of preparing to provide training, whatever the context. The well known ADDIE (Analysis, Design, Development, Implementation and Evaluation) model is briefly described as follows: 1. Analysis This phase includes the learning problem, goals and objectives, the needs of the learner, existing knowledge, the environment and constraints. 2. Design Can include: specifying learning objectives, storyboards, prototypes, user interface and content. The example of using technology to help with workplace learning is provided. 3. Development Based on the previous phase, content and learning materials are produced. 4. Implementation The training is delivered in this phase, with the content put into production. 5. Evaluation Having delivered the training, the learning is assessed against the pre-determined criteria and learner feedback is gathered to assist in ongoing improvement. Viewers are asked to consider the question "What learning design requirements does your workplace have (or a workplace you know well)?" Human Resources (HR) is the broad area under which Human Resource Development (HRD) is often considered, along with the various stakeholders. Other areas of interest are Designing Workplace Training, Workplace Learning, HR Advice and so on. Recognition of informal learning has changed the way people consider Human Resources Development with an emphasis on workplace learning and on the job training.

• published: 29 Apr 2016
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