UPDATED Human Resources For Health

Human Resources for Health (HRH)

HRH are fundamental to health systems.
Effective healthcare relies on adequate health workforces.
Policies like recruitment, training, and safety impact workforce stability and efficiency.
Successful healthcare requires well-trained, supported, and accountable staff.
WHO (2000) defines HRH as clinical and nonclinical staff for public and individual health interventions.
HR enables effective service delivery through performance monitoring, compensation, and recruitment.
HR enhances communication and cooperation among workers.
Incentives and bonuses improve individual performance in hospitals.
HR departments aim to improve organizational performance.
Despite HR's roles, poor service delivery persists in healthcare.
HR is a key health system input, along with physical capital and consumables.
System performance depends on the knowledge, skills, and motivation of health service providers.

Health Workforce

HRH includes all individuals enhancing health outcomes.
Also known as the health workforce.
Provision and utilization affect health sector goals.
HR is a core building block of a health system.
Management involves achieving goals through people.

Resources Management

Coordination of resources (man, money, materials) to achieve organizational goals.

Human Resources Management

Aligning people and organizations to meet goals.
Activities designed to coordinate human resources.
Facilitating effective employee use to achieve organizational and individual goals.

Human Resources

Individuals with the ability to manage other resources in production.
The department managing all employee-related operations.
Encompasses the workforce in both private and public sectors.
Human beings are active agents; other resources are passive.
Also called manpower (skilled, semi-skilled, and unskilled).
Skilled workers are certificated; unskilled workers rely on physical strength.
Each person has needs they seek to satisfy through work.
HR comprises people, abilities, and knowledge, vital for organizational success.
Human resources are a significant asset in terms of skills and abilities.
Human resources are the most expensive health resource due to costs in money, time and material.
The health workers are the gatekeepers of the health system.

Human Resources for Health (HRH) and Sustainable Development Goals (SDG)

HRH must be sufficient to meet the Sustainable Development Goal (SDG) in health.
Universal health care within SDGs relies on a responsive health workforce.
WHO Global Strategy on Human Resources for Health Workforce 2030 (adopted May 2016).

Principles of Global Strategy on Human Resources for Health

Promote the right to the highest attainable standard of health.
Provide integrated, people-centered health services without stigma or discrimination.
Foster empowered and engaged communities.
Uphold health workers' rights, safe environments, and freedom from discrimination.
Eliminate gender-based violence and harassment.
Promote ethical recruitment practices (WHO Global Code of Practice).
Mobilize political and financial commitment across sectors.
Promote innovation and evidence-based practices.

Objectives on Global Strategy of Human Resources for Health

Optimize health workforce performance through evidence-informed policies.
Align investment in HRH with population and health system needs.
Build institutional capacity for public policy stewardship and governance.
Strengthen data on HRH for monitoring and accountability.

Features of Human Resources

Individuals differ from each other.
Individuals cannot be standardized like objects.
Labor cannot be easily stored; skills deteriorate if unused.
Humans are unique, capable of mistakes, complaints, and unpredictability.
People come from diverse backgrounds.
People have individual goals.
Human beings experience emotions and feelings.
Responses to stimuli can be unpredictable.
Choices to cooperate, change, or remain.
Five fundamental workplace demands: rewards, job security, job satisfaction, future, and respect.

Reasons for Maintaining Effective Human Resources Management Function

Enables management to achieve organizational goals.
Utilizes people to their full potential.
Fosters individual commitment to organizational success.
Integrates HR policies with business plans, reinforces culture.
Establishes an environment to unleash employee energy.
Creates conditions for innovation, teamwork, and quality.
Encourages flexibility and pursuit of excellence.

Roles of HRM in Health Care System

Recruitment of competent staff for a patient-focused culture.
Recruiting employees who fit into the organization's culture, and focusing on retention and increasing employee engagement regarding to patients' safety is important.
Maintaining patient safety requires employee buy-in to values and culture.
Ensuring expertise of qualified members for adequate healthcare delivery.
HR manager must ensure performance is up to par and address disputes.
Training and development of health workers through programs like apprenticeship, internship, job rotation, mentoring, and new skills programs.
Performance appraisal of health workers to provide feedback and improve contributions.
Healthcare workers remuneration and compensation development of wages and salaries system that accomplish specific organizational objectives such as employee retention, quality, satisfaction, appraisal and motivation.

Factors Driving Human Resources Challenges in Health Care Delivery System

Insecurity
Insufficiently resourced and neglected health systems.
Poor human resources planning and management practices and structures.
Unsatisfactory working conditions (heavy workloads, poor supervision and support, long hours, unsafe workplaces, inadequate career structures, poor remuneration/unfair pay, poor access to needed supplies, tools, and information and limited or no access to professional development opportunities).
Internal and international migration of health workers (brain drain).
- Health workers are paid meager salaries.
- Poor opportunities for professional development in countries with better medical infrastructure.
Skewed distribution of health workers favoring urban areas to detriment of rural areas.

Strategies to Strengthen Human Resources in Public Healthcare Delivery System

Professionals available in the right numbers, evenly distributed, and motivated.
Effective political leadership and strong political commitment.
Facilitating public-private partnerships.
Implementing enhanced health sector salary scheme.
Establishment of a Deprived Area Incentive Scheme.
Adoption of technology to improve productivity and reduce burden.

Principles of Personnel Development

Workers developed to their maximum potential for firm objectives.
Concerns all health workers in the public and private sectors.
Ongoing management task for supervisors.
Based on versatility and flexibility.
Promotes employee initiative and responsibility.
Subject to constant evaluation.
Promotes an environment free of discrimination.
Considers gender equality.
Values employee diversity.
Prioritize the interests of the health sector.
Requires willingness to engage in dialogue.

Personnel Development Includes:

Improving awareness and identifying talent.
Building human capital and facilitating employability.
Enhancing quality of life and contributing to aspirations.
Personal development and training improves skills and consciousness.

Principles of Personnel Development

Shared responsibility of individual, association, and community.
Continuous assessment.
Regular learning need assessment.
Opportunities for formal and informal training.
Organizational commitment to continuous development.
Equitable opportunity for workshops and seminars.
Evaluation of participation through feedback.
Provision of funds for continuous education programs.
Engaged professional experts for continuous programs.

Rationale of Personnel Development

Improve employee productivity and efficiency.
Develop employee knowledge and skills.
Develop effective managers and supervisors.

Human Resources for Universal Health Coverage (UHC)

Distributing HRH to match population needs.
Universal health coverage (UHC) includes access to quality health services without financial hardship.
Health and care workers with optimal skills mix at all levels are required.
Protecting people from financial consequences.
Achieving UHC is a target of the 2030 Sustainable Development Goals (SDGs).
WHO aims for 1 billion more people to benefit from UHC by 2025.

Challenges for UHC

Stagnating progress in service coverage.
Increasing catastrophic health spending.
Inequalities across regions and income levels.
Disparities in reproductive, maternal, child, and adolescent health services.
Financial hardship among older and poorer households.
Pandemic disruptions to essential services.
Inequitable access to COVID-19 vaccines.

Primary Health Care (PHC) Approach

WHO recommends reorienting health systems using a primary health care (PHC) approach.
PHC is inclusive, equitable, cost-effective, and efficient in enhancing health.
Enables universal, integrated access to health services.
Delivers quality services and products needed for health and well-being.
Significant cost efficiencies can be achieved.
Most (90%) essential UHC interventions can be delivered through PHC.
Can realize 75% of projected health gains from SDGs.

Three Dimensions of Universal Health Coverage (UHC)

Who is covered (population coverage).
What is covered (health care benefits).
How much of the cost is covered (financial protection).

Key Factors for Accelerating UHC

Matching population health needs with competent and motivated healthcare workers.

The Human Resources Under Health Sector Includes

Medical Officer of Health (MOH); Doctors
Community Health Officer (CHO)
Senior Community Health Extension Workers
Junior Community Health Extension Workers
Nurses
Environmental Health Officer
Health Educator
Medical Social Worker
Medical Record Officer
Laboratory Scientist/Lab Technician
Nutritionist
Dieticians, Dentistry personnel
Voluntary Health Care Worker
Pharmacy Technician / Pharmacist
Traditional Birth Attendant (TBA)
Health Assistant / Health Technician

Motivation

Originates from the Latin word "movere," meaning "to move."
Energizes behavior, gives direction, and underlines persistence.
Factors that stimulate interest and commitment to a job or role.
Inner drive or energy that pushes an individual to act and achieve.
Strengthens ambition, increases initiative, and provides direction and courage.
Derived from "Motive," the will driving a person to action.
Simply defined as "the will to act."
Initiating and directing behavior.
Depends on the strength of motives, needs, drives, or impulses.
Willingness to exert effort toward organizational goals.
Closely linked to job satisfaction and worker retention.

Employee Motivation

Rewards for acting in a stipulated way to achieve set goals.
Critical element for a successful and self-motivated workplace.
Energizes, inspires, and pushes employees to their full potential.

Essential Reasons for Motivating Employees

Increases creativity, dependability, efficiency, and innovativeness.
Helps increase job satisfaction and job security.
Helps the company sustain challenging situations.

Two Types of Employee Motivation:

Intrinsic
Extrinsic

Intrinsic Motivation:

Internal factors that help in motivating an employee.
Employees self-motivated to complete tasks and achieve targets.

Subtypes of Intrinsic Motivation

Competence Motivation:
Focuses on education and training to gain knowledge. Learning new software to increase efficiency.
Creative Motivation
Helps the workforce realize their passion and fuel productivity. Business leaders formulate strategies to tap into the creative side of an employee’s personality, increase efficiency, and accomplish organisational goals and objectives.
Attitude Motivation
Encourages change in perspective. Improves social engagement through enhanced communication skills.

How Intrinsic Motivation Helps Employers

Fosters a pleasant and positive work environment.
Helps business leaders understand employee personalities.
Increases company efficiency.

Other Types of Internal/Intrinsic Motivation

Achievement Motivation: Achieving organizational goals.
Physiological Motivation: Achieving set goals within and outside of our control.

Extrinsic Motivation

Using rewards or fear of punishment to inspire employees.

The Three Most Common Techniques of Extrinsic Motivation:

Affiliation Motivation: Thriving in team interactions.
Achievement Motivation: Satisfaction from accomplishing goals.
Incentive Motivation: Performing efficiently when compensated.

Other Types of External/Extrinsic Motivation:

Fear Motivation: Uses consequences.
Power Motivation: Desire to affect the direction of our lives and others
Affection and Social Motivation: Desire to connect with others and contribute to social group(s).

Extrinsic Motivation Helps Companies To:

Provide employee training and development.
Promotes teamwork.
Improves job satisfaction.

Intrinsic Motivation VS Extrinsic Motivation:

Comparison of intrinsic and extrinsic motivation, noting differences in rewards, longevity, and examples.

Health Worker Can Be Motivated If

They feel effective at work and performing well
They have strong career development
Adequate working and living conditions
Maintaining a positive relationship with co-workers
Good and constant salary and wages
Regular promotion
Continuous professional development opportunities
Adequate and updated medical resources
Positive relationship with management
Proper supervision
Adequate compensation
Developing national plan to attract and retain and motivate health workers

Tips on Staff Motivation

Interesting work
Appreciation and Recognition
Feeling involved in the work process
Achievement
Job Security
Increased Responsibility
Good Working Conditions
Being part of a Team
Help with Personal Problems
Good Salaries and Wages
Provision of Adequate Working or Living Conditions.
Regular Promotion and Encouragement by Employers.
Proper Cordial Relationship.
Good Interpersonal Relationship
Respect of the employees opinions by the Employers.
Provision of Effective Monitoring and Evaluation.
Staff Development and Training.

Empowerment

Employee empowerment is the key predictor of engagement.
Giving employees autonomy and responsibility for decision-making.

Types of Empowerment

Individual or Self-Empowerment
Gender Empowerment
Social Empowerment
Educational Empowerment
Economic Empowerment
Political Empowerment
Cultural Empowerment
Psychological Empowerment
Physical Empowerment
Community Empowerment
Organizational Empowerment

Self-Empowerment/Individual Empowerment

Taking control of lives by setting goals and taking action.

How to Achieve Self-Empowerment?

By developing a positive attitude.
Setting achievable goals.
Surrounding yourself with positive people.
Practicing self-care.
Using positive self-talk.
Creating an action list.

Benefits of Empowerment

Loyalty, commitment, and productivity.
Following best practices.
Good communication and collaboration.
Higher trust in leadership.
Embracing changes.
A "can-do" attitude and better services.
More motivated employee.
Boosted Reputation.

How to Empower Health Worker

Offer authority and ownership.
Make guidelines and best practices clear.
Encourage communication.
Offer coaching.
Allow growth.
Provide organizational support.
Promote problem-solving.
Set up a flexible work environment.

Educational Empowerment

Equipping individuals with knowledge, skills, and confidence.
Social and Economic Development: Empowered individuals are more likely to secure better job opportunities, contribute to the economy, and break the cycle of poverty.
Social Inclusion: Education promotes social inclusion and cohesion by providing equal opportunities for all, regardless of gender, race, or socioeconomic status.
Health and Well-being: Educated individuals tend to make better health choices, leading to improved overall well-being.

Ways To Achieve It:

Focus on holistic development.
Promote access to quality education.
Empower teachers and students.
Support lifelong learning.

Examples of Educational Empowerment in Action

Community-Based Learning
Vocational Training
Mentorship Programs
Promoting Civic Engagement

Training

Equipping staff with skills to perform their job satisfactorily.
Planned learning experience for permanent change in knowledge, attitude, or skills.
Systematic acquisition of skills, concepts, or attitudes.
Vital for organizational effectiveness and efficiency.
Training should respond to needs, be continuous, and improve skills.
Employees will train if they believe the changes in their behavior will be in their best interest and help them do their job better.

Why Training and Development is Important?

Training is the systematic process of improving the job-related skills of employees.

Importance of Training and Development At Your Workplace

Performance and Productivity: Types of Training In HRM methods make employees more confident in themselves, so they are more productive. By giving employees the training program, they need, organizations can boost employee performance and job satisfaction. This keeps employee engagement high and makes employees motivated.
Talent Management and Retention: Employees look for growth opportunities in this business. Organizations that invest in training and development find attracting and retaining top talent easier. Employees will be more loyal and committed to a company that puts their personal growth first. Therefore, lower employee turnover rates and a stable workforce.
Market Trends: Training and development help organizations keep up to date with the latest market trends. By investing in employee training, many java development companies can stay ahead of the game. They can stay ahead, especially in industries with rapid technological change and evolving customer needs. This means the company will be relevant and successful.
A Culture of Learning and Development: Investing in employee training and development shows the organization values continuous learning. These kinds of training programs create a culture where employees are encouraged to take risks. This helps employees to try new things and seek growth opportunities. A culture of learning leads to a more innovative and creative workforce and organizational success.
Effective Risk Management: Well-trained employees make fewer mistakes that could lead to costly errors or legal issues. Safety training reduces the risk of workplace accidents and prevents injuries or lawsuits.

Types of Training Methods in Human Resources

Induction Training Program or Orientation Training

Introducing new staff to the organization.
Familiarizing employees with the structure, operations and activities of the various units that make up the organization.
Alleviating anxiety and building job satisfaction.

On-the-Job Training (OJT)

Hands-on approach with practical experience and feedback.
Customizable and effective for quick productivity.

Technical Training

Equipping employees with specific technical skills and knowledge.
Crucial for positions requiring specialized tools.

Soft Skills Training

Developing interpersonal and communication abilities.
Areas of consideration includes communication, teamwork, problem-solving, leadership, and conflict resolution.

Compliance Training

Ensuring adherence to policies and regulations.

Off-the-Job Training

Training outside of everyday activities.
Training that may be carried out inside the premises or outside the premises

Methods:

Apprenticeship
Lectures
Literacy Training
Audio - Visual Training
C.B.T: Computer Based Training Technology.
Distance Learning
Conferences and Seminar
Workshop

Self-Learning

Individual action to acquire knowledge and skills.

Rationale for Training Health Personnel

Maintain and improve competence of health workers.
Develop positive attitude and satisfaction.
Avoid inadequacy and build confidence.
Expose workers to new methods and issues.
Help adapt to change and motivation.
Improve productivity and skills for effective healthcare.
Improve and maintain quality of services.
Implement health policies and solve problems.

Training Responsibility of Community Health Officer

Management uses training to make the best of Human Resources.
The team manager who wants to have the best possible team of health workers skilled at their work used training to make sure that each member of the team knows and can play his or her own part.

Community Health Officers Must Be Able To

Identify people to be trained
Collaborate in the planning, Implementation and evaluation of training program.
Identify direct and conduct training for members of the team
Provide on the job training, for staff according to identified training needs.
Teach trainers e.g. CHEW, JCHEW, simple methods of data analysis,

Cadre of Health Workers Community Health Officer Can Train

Health Assistant.
Medical Records.
Junior Community Health Extension Workers.
Senior Community Health Extension Workers.
Traditional Birth Attendant
Voluntary Health worker.
Others e.g. various committee Ward Development Committee, CDC
Clients, Patients, Youth.
Community Member.
Student on Posting for Practical Experience.

Methods of Identifying Training Needs

Questionnaire
Observation of Health Worker
Review of Annual appraisal (APR form) report to know the actual year of work.
Interview of client/ staff:

Criteria for Selecting Teaching or Training Method

The objective and the content of the course
Characteristics of the target audience in terms of the intellectual maturity, age, cultural background and the language spoken have to be considered
The time located for the training,
The size of the class i.e. number of participant health facility to the near of participant.
Availability of facilities and equipment

Rules in Developing Training Objective

Training Objectives (SMART):

Specific
Measurable
Achievable/Attainable
Realistic
Time bound

Selection of Teaching Aids

Principles:

Simple, clear, and accurate.
Attract and hold attention.
Provide useful facts.
Be pleasing and easy to understand.
Arouse interest and curiosity.
Remind learners of prior knowledge.
Place learners in a receptive mindset.
Encourage action on new information.

Preparing Training Time-Table and Agenda

Scheduling activities with time allocation of facilitators
Scheduled learning activities to be carried out throughout the entire training workshop or seminar section with the allocation of time and responsible facilitators as well as time for break period.
Ensuring adequate utilization of time and coverage of the training activities there could be flexible or change at implementation.
Ensures adequate utilization of time and coverage of training activities

Section Plan for Health Training

Identify the health problem or topic for training
State the community who will benefit for training
Identify the target group (which are usually learner or participant or audience)
State the training goals and objectives
Identify the venue of the training
Allocate time, duration and period for the training
State the training content
Identify training method
Identify the training aid materials
Identify resource person i.e. facilitator
Develop the agenda of the program like time table
Conduct the training
Evaluate the training
Write report of the training

Steps in Training Process

Training Needs Assessment
Adult Learning Principle
Develop learning objectives.
Focus on learning needs: Specific, measurable, achievable, relevant and time-bound (SMART).
Design training materials.
Implement the training
Evaluate training
Write report

Training Implementation Process

Assessing Training Needs.
Search Organization Training Objectives.
Create Training Action Plan which includes learning theories, instructional design, content, materials and other training elements. Resources and training delivery methods must be detailed, the level of training and participants learning styles must be considered.
Implementing Training Initiatives: This is where training program comes to life, organization must decide if training will be delivered in-house or externally coordinated. During training, participants’ progress must be well monitored to ensure that the program is effective.
Evaluate and Revise Training: At the end, the entire program should be evaluated to determine if it was successful and met training objectives.
Feedback should be obtained from stakeholders to determine program and instructor effectiveness, also knowledge or skill acquisition of the trainees must be considered. This will allow the organization to identify any weakness in the program and make necessary corrections or adjustments

6 Major Phrases in Training Implementation:

Discovery and Planning Phase.
Design Phase
Development Phase (Theoretical)
Testing Phase
Development Phase (Practical)
Ongoing Support.

Training Evaluation

This is the systematic process of analyzing if training programs and initiatives are effective and efficient

We have 5 Evaluation Methods:

Satisfaction and Participants Reaction.

Knowledge Acquisition.
Behavioral Application
Measurable Business Improvement.
Return on Investment.

Process

Assess the Training Plans
During Implantation Stage (Training State)
Evaluation after Training
Assess the Outcome of the Training

Impact Assessment

These are the changes in the health behaviours and attitudes of the people in the community where healthcare worker trainee work.

Methods of Evaluation of Training: There are so many methods of evaluation of training based on the objectives of training.

Evaluation Questionnaire Forms
Oral Questionnaire
Practical Examination
Post Test
Assessment of Primary Health Care:

Budget

A spending plan that outlines your income, expenses, and financial goals, helping you manage your money effectively by estimating how much you'll make and spend over a specific period. Budget can be made for a person, a family, a group of people, a business, a government, a country. In management accounting, budgeting is a crucial process that involves creating a detailed financial plan for a future period, outlining expected income, expenses, and financial objectives, to help organizations make informed decisions and achieve their goals.

Purpose of Budgeting

Planning: Budgeting helps organizations plan their future operations by forecasting income, expenses, and resource allocation.
Coordination: It coordinates different activities within the organization to ensure alignment with overall objectives.
Control: Budgets serve as a benchmark for performance, allowing management to monitor actual results against planned targets and identify areas for improvement.
Motivation: Setting targets and monitoring performance can motivate employees to achieve organizational goals.
Communication: Budgets help communicate the company's goals and financial plans to stakeholders.

Key Steps in the Budgeting Process

Setting Financial Objectives: Define short-term and long-term financial goals, including revenue targets, savings goals, and debt minimization goals.
Estimating Future Income: Project expected income sources based on market dynamics and other relevant factors.
Identifying Expenses: Identify various expense categories, including fixed costs, variable costs, and discretionary spending.
Allocating Resources: Allocate resources across different expense categories based on their potential impact and availability.
Preparing the Budget: Create a detailed financial plan outlining expected income, expenses, and financial objectives for a specific period.
Monitoring and Controlling: Regularly monitor actual performance against the budget and take corrective actions as needed

Types of Budgets

Master Budget
Operating Budget
Financial Budget
Static Budget
Sales Budget
Capital Budget/Investment
Cash or Cash Flow Budget

Benefits of Budgeting

Improved Financial Planning: Budgeting helps organizations make informed decisions about how to allocate resources and achieve their financial goals.
Enhanced Control: By comparing actual results to the budget, management can identify areas where performance deviates and take corrective action.
Better Coordination: Budgeting helps coordinate different departments and activities within the organization, ensuring that they are working towards the same goals.
Improved Communication: Budgets help communicate the company's financial plans and goals to stakeholders.
Increased Efficiency: By planning and controlling resources effectively, budgeting can help organizations improve their efficiency and profitability

Need for Proper Budgeting Arises To:

Allocate resources.
Plan expenditure.
Accurate foresight.
Based on long-term strategy.
All health professionals should know budgeting practices.

Factors To Consider When Preparing A Budget For Human Resources

Number of employees projected for next year
Benefits cost increases or projections
Salary cost increases
Actual costs incurred in the current year
New benefits or programs planned
Recruiting, Training and
Development
Compensation and benefit
Health, Safety and Security
Proposed programs & activities
Materials and equipment that may improve work effectively

Ways of Developing a Training Budget

Process of costing everything needed for a training program.

Items

The cost of proposal writing
Cost of constant with client and participant
The cost of the handout and memo
The cost of stationeries i.e. bag, pencil, etc.
The cost of hiring the venue
Cost of decoration of the hall
Cost of tea, lunch, snacks required
Cost of banners
Cost of photographs
Cost of hiring overhead projector
Cost of accommodation and transporting participant

Effective Human Resource Development (HRD) Planning and Implementation

Involves a strategic approach, encompassing assessment, forecasting, gap analysis, strategy development, and ongoing monitoring and evaluation to ensure alignment with organizational goals and employee needs.

Assessment and Analysis

Current Workforce: Analyze the current skills, strengths, and weaknesses of the existing workforce.
Organizational Goals: Understand the organization's strategic objectives and how HRD can contribute to achieving them.
Future Needs: Forecast future workforce requirements, considering factors like technological advancements, market trends, and organizational growth.

Gap Analysis

Identify the discrepancies between current capabilities and future needs, highlighting areas requiring development.

Strategy Development

HRD Strategies: Develop strategies to address identified gaps, including training programs, mentorship initiatives, and skill development opportunities.
Action Plans: Create concrete action plans outlining specific HRD initiatives, timelines, and resource allocation.

Implementation

Training and Development: Implement chosen HRD programs, ensuring they are relevant, engaging, and effectively delivered.
Mentoring and Coaching: Establish mentorship and coaching programs to foster knowledge transfer and skill development.
Succession Planning: Develop succession plans to ensure a smooth transition of leadership and key roles.

Monitoring and Evaluation

Performance Tracking: Regularly monitor the effectiveness of HRD programs and initiatives.
Feedback and Improvement: Gather feedback from employees and stakeholders to continuously improve HRD programs and practices.
Review and Adjustment: Periodically review HRD plans and strategies, making necessary adjustments based on performance data and changing organizational needs.

Learning Approaches

Teaching and Learning approaches are theoretical concepts that describe on a meta-level how learning should be facilitated. We have different types – Andragogy, Pedagogy, Heutagogy, Peeragogy, Cybergogy

Andragogy

Adult-learning theory emphasizing self-direction and experience.
Is applicable in various fields, including adult education, training and development and lifelong learning.

Key Principles

Self-Directed Learning: Adults are seen as capable of taking responsibility for their own learning, setting goals, and choosing learning methods.
Experience as a Resource: Adults bring a wealth of experiences to the learning process, which can be leveraged as a valuable resource.
Relevance and Practical Application: Adults are motivated to learn when they see the relevance of the material to their lives and work.
Problem-Centered Learning: Adults learn best when they can apply knowledge to solve real-world problems.
Intrinsic Motivation: Adults are typically motivated by internal factors, such as personal satisfaction and achievement.

Principles of Adult Learning

SELF-DIRECTION:
TRANSFORMATION:
MOTIVATION:
MENTAL ORIENTATION:
EXPERIENCE:
READINESS TO LEARN:
MENTORSHIP:

Pedagogy

Teacher-directed learning, traditionally for children.
Helps and enables the students to get a thorough understanding of the subject.
Pedagogy is the study of teaching and learning, encompassing the "how" of instruction, including the methods, techniques, and strategies employed by teachers to promote student learning.
Importance: A strong pedagogy is crucial for effective teaching and student success.

Pedagogy's Role:

It helps teachers understand how students learn best.
It informs teaching strategies and decisions.
It promotes student engagement and motivation.
It enables teachers to create a supportive and effective learning environment.
Examples of Pedagogy in Practice:
Using a variety of teaching methods to cater to different learning styles.
Creating opportunities for student collaboration and discussion.
Providing regular feedback to students on their progress.
Using technology to enhance learning.
Adapting instruction to meet the needs of diverse learners

Differences Between Pedagogy and Andragogy

Heutagogy

Self-determined learning, student-centered instructional strategy.
It is otherwise known as self-determined learning is a student-centered instructional strategy e.g. open and distance learning learners who are well prepared for the complexities of today’s workplace.

Cybergogy

This refers to online self-formative process.
The concept refers to the use of internet and modern computing and technologies.
These three domains are important input factors in the online learning system. To make this approach/model successful the teacher has to implement the following.
Right learner (for various online courses), fundamentals and resources to be rightly placed
With defined learning outcomes of the course evaluate the results
Balancing the educational and social goals by taking feedbacks during ongoing online course and taking necessary action to uphold the orientation

Peeragogy

Peer-to-peer learning, best practices of effective peer learning.
Learner support peer and peer support learner to achieve an educational goal.
Peeragogy also referred as Paragogy
*Empowering the self-motivated learners to connect with peer (all over the world) and co- construct their knowledge and learnLearning Methods

Learning Methods

In order to learn, we depend on our senses to process the information around us

There are seven methods of learning:

Visual Learning (Spatial) Students or Learners see information to process it.
Aural Learning (Auditory-Musical).
Verbal Learning (Linglistical) Acquiring, Retaining and Recalling of Verbal Materials.
Physical Learning (Kinesthetic) carrying out Physical Activities.
Logical Learning: - Reason, Solve Problems and Learning using Numbers and Calculate.
Social Learning: Through Interaction with people by learning and imitating other behaviours.
Solitary Learning: Intrapersonal learning i.e. learning on you own