Viewpoint
By Michael Armstrong (July 2009 Issue)
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The so-called training revolution took place in the 1960s, when the training boards encouraged the introduction of the concept of ‘systematic training’. Over the last decade this has been replaced by a ‘learning revolution’ with three important features.
First, it is recognised that learning is a continuous process, not a set of discrete training activities. Second, a distinction has been made by Sloman between learning, which “lies within the domain of the individual”, and training, which “lies within the domain of the organisation”. Today the approach is to focus on individual learning and ensure that it takes place when required, with an emphasis on informal and blended learning. Third, the responsibility for learning has been redefined.
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