TOPIC: LEARNING & DEVELOPMENT

1. Why Learning and Development is important in education?

Answer: Learning and development is a systematic process to enhance an employee’s skills,
knowledge, and competency, resulting in better performance in a work setting.
Specifically, learning is concerned with the acquisition of knowledge, skills, and
attitudes. Development is the broadening and deepening of knowledge in line with one’s
development goals. It is important because it develops or change the behavior of individuals or
groups for the better, sharing knowledge and insights that enable them to do their work better, or
cultivate attitudes that help them perform better. 
2. Select one of the L & D Subsystem and explain.
Answer: I choose L & D Needs Assessment ( LDNA) determining professional development
needs of Department’s personnel in key performance areas ,as basis for identifying L & D
programs. It means that Identifying learning and development (L&D) needs starts with knowing
the organization’s current and future capability needs, and then assessing existing levels of skills,
attitudes and knowledge. This assessment can use formal and informal methods. Such an
analysis will allow decisions about what learning is needed at individual, team or organizational
level. These gaps should be interpreted and prioritized within the wider organizational strategy.

Prepared by:
DULCE G. LADAGA
SST-1
TOPIC: LEARNING & DEVELOPMENT

1. Why Learning and Development is important in education?

Answer: Learning and development offers a good opportunity for teachers to grow their
knowledge base and improve their job skills to become more effective in the workplace.
Learning and development tools also builds the employee’s confidence because they have a
stronger understanding of the industry and the responsibilities of their job. This confidence could
very well push them to perform even better and think of new ideas that help them excel.

2. Select one of the L & D Subsystem and explain.

Answer: I choose L & D Program Designing ( LDP) conceptualizing and mapping out elements
of specific programs that will address competency gaps identified in L & D Needs Assessment.
L&D professionals make the most out of corporate investment in learning by designing programs
that are more impactful and relevant to workplace learners. L&D opportunities include formal
classroom training, on-the-job training, self-development, and development activities and
interventions.

Prepared by:
MA.BERNADETTE A. ABLAO
SST-1