What does applied learning mean in L&D?
Applied learning is an active and collaborative process in which learners apply knowledge and skills gained from theory, hands-on experiences, and authentic learning opportunities. Applied learning provides knowledge retention with a focus on both practice and theory relevant to a wide range of disciplines. The purpose of applied learning is to enable learners to understand fundamental theories and concepts and develop entry level skill sets, career-related competencies, and general skills.
What is applied learning?
The theory behind it
Learning by doing. This is the basis of applied learning theory. It originates from experiential learning theory, which was presented by David Kolb in 1984. Experiential learning theory has four stages: concrete learning, reflective observation, abstract conceptualization, and active experimentation. Kolb suggests that effective learning occurs when a learner experiences the entire cycle and can participate in it at any time. These preferences are shaped by multiple factors, including genetics, education, and environment. Kolb’s theory defines experiential learning as a four-stage process:
- Concrete learning occurs when a learner has a new experience or interprets past experiences with new knowledge.
- This is followed by reflective observation, where learners reflect on their experience, using the lens of their past experiences to reflect on what this experience means to them.
- Abstract conceptualization occurs when learners form new ideas or adjust their thoughts based on the experience they have gained and their reflections on it.
- Active experimentation occurs when learners apply new ideas to the world around them to see if anything changes. This process can take place in the short term or over a long period of time.
But what distinguishes applied learning from experiential, project-based and other active learning methods is its critical reflection on sources of knowledge and practice and evidence-based analysis of knowledge gaps. Applied learning delivers true employee engagement by integrating:
- Visual thinking (how people see and personalize information)
- Meaningful conversations (how individuals can connect with each other on a deeper level and develop a shared willingness to embrace change)
- An empirical process (a guided path to ensure desired outcomes are consistently achieved)
This process stimulates a desire for continuous growth and improvement through the implementation of assessment as learning, allowing learners to reinvigorate their own mindset.
To learn more about the Kolb learning cycle and how to apply learning theory to an eLearning environment, check out our blog on the Kolb learning cycle and learning styles.
How can you incorporate applied learning into your L&D programs?
According to a study conducted by the Association for Talent Development (ATD), companies that incorporate hands-on learning and development opportunities are 92% more likely to have improved employee performance. Here are some ways to incorporate applied learning into your L&D programs:
How to incorporate applied learning
Let’s discuss this in detail.
1 – Case studies
The only way a learning and development session can be truly beneficial for your employees and you is if each trained employee is able to apply and implement what they learned in the training program in their own workplace situations. Case studies are a method of discussing illustrative situations that aim to inspire learners to think, make decisions, apply and develop new ideas, manage or improve techniques, and ultimately solve problems in order to successfully accomplish a similar situation. This method employs a hands-on approach; it is based on real-life situations, which include learning in the training session and can be related to the learners’ areas of responsibility, allowing them to use each new concept and best practices learned.
2 – Gamification
Gamification utilizes the principles and key elements of games to achieve desired learning goals. Gamification techniques tap into basic human desires: interaction, learning, mastery, competition, achievement, ranking, and self-expression. Altruismor end. Gamification engages players by rewarding them for completing desired tasks and using competition. Making achievements visible to other players and providing leaderboards encourage players to compete. Gamification in learning uses the following elements:
- assignment
- level
- Instant Feedback
- Score
- Points and Badges
- Storytelling
- Leader board
- competition
- collaboration
- 2D/3D Avatars
All these game elements can be combined with complex workplace training scenarios to create an immersive, interactive, gamified training environment.
Want to learn more? Read our blog on the importance of gamification in educational technology.
3 – Role Play/Simulation
Applied learning strategies such as role-playing and simulations allow learners to take on different personas and interact in diverse learning environments. Role-playing allows learners to take on different avatars and act out scenarios, usually without a script. These spontaneous scenarios can be in a safe environment. Learners can use their critical thinking skills to “step” further into their roles. Role-playing can be short or long, based on the situation and setting.
Simulations are another version of role-plays, but designed in a more structured way. In simulations, the scenarios are much more complex and detailed. Learners can also assume other avatars or play themselves. The “game rules” to operate on may be more formal. Both role-plays and simulations aid learners in their learning by allowing them to consider different perspectives within a challenging, yet safe, environment. Thus, more complex course topics can be covered in a way that moves learners from passive to applied learners as they attempt to problem-solve within these upcoming contexts.
Want to learn more about Simulation-Based Learning? Click here.
4 – Mentorship Program
This includes work experience under the supervision of a registered or licensed experienced professional in any field that requires practical work experience to gain professional qualification.Workplace mentorship programmes support applied learning by bringing together employees at different stages in their careers to exchange knowledge within the company and discuss case studies.
This inspires others to do a better job or develop certain skills. Mentors can inspire employees by showcasing success stories within the organization and showing how others have successfully followed a similar development path before. Mentors encourage healthy competition in the workplace. Those who work with a mentor notice how well the mentor performs and may be inspired to work at the same or even higher level. This atmosphere motivates everyone to work harder and achieve new goals.
For more information, read our blog on 7 things to keep in mind when creating online learning for adults.
5 – Job rotation
Job rotation is an organizational strategy in which employees rotate through different positions within the same organization. Employees take on new tasks in different jobs for a period of time, then return to their original positions. Job rotation does not necessarily lead to promotion (although it may), but it usually involves a lateral move from one job to another. Employees enhance their skill sets and experience by taking on new tasks through this system. This gives employees a chance to immediately apply their knowledge and helps them retain information better.
Is there anything you’d like to add? Comment below!
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Key Benefits of Applied Learning
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Frequently Asked Questions (FAQ)
What does applied learning mean in L&D?
Applied learning is an active and collaborative process in which learners apply knowledge and skills gained from theory, hands-on experiences, and real-world learning opportunities.
Why do we need applied learning?
The objective of applied learning is to enable learners to understand fundamental theories and concepts and develop entry level skillsets, career-related competencies and generic skills.
What are the four stages of Kolb’s learning process?
Kolb’s four stages in the learning process are concrete experience, reflective observation, abstract conceptualization, and active experimentation.
