ISO 30422: 2022 A NEW ISO STANDARD ON LEARNING AND DEVELOPMENT

INTRODUCTION FOR ISO 30422: 2022 A NEW ISO STANDARD ON LEARNING AND DEVELOPMENT

George Bernard Shaw famously and unfairly wrote: “He who can, does; he who cannot, teaches”. A better and fairer quote from Lee Shulman paraphrasing the ancient Greek philosopher Aristotle is: “Those who can, do. Those that understand, teach.”

Whatever your perspective, clearly teaching, training and learning is critical in the world of work. Every business and organization needs its personnel to learn and develop new skills. Arguably more now than ever before as technology and globalization and the pandemic transform how people work.

It’s therefore good timing that ISO, the International Organization for Standardization has just released a new standard in the space. ISO 30422:2022 “Human resource management — Learning and development”, which covers how to manage learning and development in the workplace.  The best international standards communicate the understanding of experts to allow everyone to follow good practices without reinventing the wheel. Such standards are one of the unseen motors of commerce, making the world more efficient.

ISO 30422 is a guidance standard, sharing good practices. It covers both formal and informal learning and provides high-level guidance on effective processes to manage and evaluate learning and development in the workplace. There is nothing to accredit or certify against and no technical interoperability specifications. Simply, useful guidance on learning and development.  ISO 30422 is part of a family of HR standards produced by the ISO TC/260 technical committee. Other standards in the family include a standard on diversity and inclusivity (ISO 30415) and a standard on assessments in the workplace (ISO 10667).

LEARNING OUTCOMES

Upon completion of these Two (2) days interactive and action-learning workshop, participants should be able to:

• ISO 30422 offers guidance on both formal and informal learning activities in the workplace, addressing short-term operational needs and long-term skills development
• Understanding the specific context in which learning and development take place
• Methods to determine the L&D needs at various levels within the organization
• Strategies for planning learning activities, including identifying resources and methods
• Guidelines for executing L&D programs and activities
• Techniques for assessing the effectiveness and outcomes of L&D initiatives

COURSE CONTENT

Module 1: Learning and development in the organizational context

Learning in the workplace is influenced by organizational context, priorities, opportunities, regulatory frameworks, and available resources, including technological resources.  Effective organizational learning and development involves a process of ‘plan’ (P), ‘do’ (D), ‘check’ (C) and ‘act’ (A) through identifying and meeting learning objectives at individual, group and organizational levels that will equip employees with knowledge, skills and capabilities to contribute to reaching organizational goals. This can contribute to organizational outcomes such as improved organizational capability, employee engagement, change-readiness and employee retention.

Module 2:  ISO 30422: 2022 provides guidance on a systematic process model for learning and development.

ISO 30422: 2022 will help managers and those with responsibility for learning and development in all types and sizes of organization to ensure that learning and development occurs in the most efficient and effective way. The guidance in this document focuses on planned learning and development in an organizational context. It will enable those with responsibility for learning and development to:

1. analyse learning needs in alignment with organizational strategy and priorities;
2. identify areas where skills shortages must be addressed to fulfil organizational goals;

Module 3: Plan effective learning and development processes to meet identified needs at organizational and individual levels;

1. Facilitate and/or deliver learning processes in a consistent way;
2. Undertake assessment and evaluation of learning processes as a basis for continuous improvement;
3. Identify the impact of investment in learning and development through the use of appropriate measures and metrics relating to learning and development processes and outcomes.

Module 4: External Relevance And Significance Impact Towards Organisational Sustainability

Increasing skills, knowledge and capability is important for the continual improvement of sustainable organizational effectiveness and performance. In addition, increased skills and knowledge enable individuals to participate more fully in every aspect of their lives and their community. The guidance in this document focuses on planned learning and development in an organizational context. This document is also relevant to the following United Nations Sustainable Development Goals:

    — Goal 4, Quality education;

    — Goal 8, Decent work and economic growth;

    — Goal 9, Industry, innovation and infrastructure;

    — Goal 10, Reduced inequalities.

Day Two (2)

Module 5: ISO 30422: 2022 – Assessment And Workplace Applications In Action

 Facilitating and creating a systematic method and procedure for ascertaining work-related knowledge, skills, abilities or other characteristics of people or a group of people, or the performance of people or a group of people in an organisation context.

• Tests, assessment centres, instruments or tools used to assess people in workplace contexts.
• Include diagnostic assessment to identify what the learner already knows or the nature of difficulties the learner might have.
• Include formative assessment that is designed and used as part of an iterative process to develop and encourage further learning.
• Include summative assessment that occurs at the end of training or learning activities to measure an individual’s learning against a benchmark standard.

Module 6: Capability And Competencies Building Organisation In Today’s Dynamic Thriving Business Environment

• Ability to achieve a desired result
• Career @ work-related experiences that span a person’s working life. Generally, experiences are work-related but non-work interests can also feature. Competence and ability to apply knowledge and skills to achieve a desired result
• Possession of adequate knowledge and skills by education or training to use, interpret and deliver assessments to a level of performance defined by professional guidelines
• It refers to the assessor as well as to all those working under the assessor’s supervision, where appropriate, and not to the assessment participant, it does not necessarily imply eligibility to practise in all countries.

Module 7: Training & Development

Training, Learning and Development – set of learning (activities to raise the threshold of performance of a person, group of people or organisation. This development often includes both formal and informal methods or processes.

Formal learning is when the learner outcomes are defined and structured by the curriculum, learning and instructional design and by the organizing body or individual. Can include reflective learning, which is a formal or informal process that deliberately draws on experience to think about events, relationships and learning activities to identify what has been learned and to generate and consider ideas.

Module 8: Group Evaluation, Practical Application And L&D Strategic Presentation For Organisation Forward Planning

Learners in groups will present and evaluated on their proposed systematic process of determining the quality, effectiveness and impact of organizational learning and development provision. Evaluation can be based on formal or informal assessment against predetermined benchmarks.

 Evaluation can occur at individual, group and organizational levels.

• Include team learning, which is a social and relational process that occurs from collaboration between individuals leading to coordination of knowledge and behaviours as a feature of their work processes.
• Workplace learning is the acquisition of work-related knowledge and skills that is the result of training that takes place at work.
• Include learning through the means of communication technology, sometimes referred to as e-learning.

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