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Domain 4 Learning and Development System

The document outlines the DepEd's Learning and Development system which aims to stimulate growth, empowerment, and transformation of individuals and the organization. It discusses the guiding principles, objectives, features, framework, governance mechanisms, needs assessment process, planning, design, delivery, and evaluation of learning and development programs. It also describes the formal and informal learning modalities used like job-embedded learning, relationship-based learning, formal learning activities, and learning action cells. The overall goal is to ensure DepEd has competent human resources to achieve its mandate through an effective L&D system.

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Bemaf Tomarong Nacalaban
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© © All Rights Reserved
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Download as PPTX, PDF, TXT or read online on Scribd
186 views

Domain 4 Learning and Development System

The document outlines the DepEd's Learning and Development system which aims to stimulate growth, empowerment, and transformation of individuals and the organization. It discusses the guiding principles, objectives, features, framework, governance mechanisms, needs assessment process, planning, design, delivery, and evaluation of learning and development programs. It also describes the formal and informal learning modalities used like job-embedded learning, relationship-based learning, formal learning activities, and learning action cells. The overall goal is to ensure DepEd has competent human resources to achieve its mandate through an effective L&D system.

Uploaded by

Bemaf Tomarong Nacalaban
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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1

LEARNING AND
DEVELOPMENT
SYSTEM
DepEd’s L&D System

Guiding Principles
• Fundamental basis
• Foundation
• Anchor
Learning and Development

1
Stimulates growth, empowerment, and
transformation of individuals and
organization for better service delivery

2
Strategic organizational and management
function
Learning and Development

3
Multi-dimensional and continuing process

4
Major organizational investment; quality
and consistency of processes need to be
assured and gains need to be measured
L&D System Objectives
Help ensure that DepEd has
competent and committed human
resources to achieve its mandate

Provide framework for effective and


efficient management of DepEd’s
L&D programs
Specific Objectives
Establishes L&D roles and accountabilities in all governance levels

Sets up enabling mechanisms to support L&D system


operationalization

Provides standards, processes, and tools for:


Assuring
quality,
Developing monitoring
Planning Designing Delivering
Assessing L&D and
L&D L&D L&D
L&D needs resource evaluating
programs programs programs
packages L&D
programs
and results
Features
T • Timely

• Engaging

• Aligned
E • Competency-based

• Holistic
A
• Equal opportunity oriented

• Results focused
C
S • Sustainable
9

Framework
L&D Needs
Assessment

L&D Program Delivery L&D Planning

L&D System

L&D Resource
Package Development L&D Program Design

DepEd L&D System


is compliant with
PRIME-HRM
requirements
Governance & Enabling Mechanisms
Establishes policies and standards, structure, roles and
responsibilities, budgets, and other support elements for
overseeing and managing the L&D System

ELEMENTS
Policies System Audit
Structure, Roles and Partnerships
Responsibilities
Budgets Certification and Accreditation
Capability Building for L&D Resources
System Implementers L&D Information System
L&D Needs Assessment (LDNA)

Determining professional
development needs of
Department’s personnel in key
performance areas, as basis for
identifying L&D programs
L&D Planning (LDP)
Identifying and mapping L&D
programs (and their
implementation requirements), to
address priority competency gaps
identified in the LDNA Report
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 Resource Package Development
(LDRP)
Preparing delivery and learner materials to
support L&D program implementation, and
facilitate learners’ acquisition of knowledge, skills,
and attitudes, and application back on the job
L&D Program Delivery (LDD)

Implementing L&D program as designed, using


developed learning resource packages
Quality Assurance, Technical Assistance,
and Monitoring and Evaluation
(QATAME)
Ensuring compliance to quality
standards; providing supportive
guidance; and assessing progress
and results of L&D programs
Learning and
Development Modalities
1.Job-embedded Learning
2.Relationship and Discussion-
based Learning
3.Formal Learning
4.Learning Action Cell
JOB-EMBEDDED LEARNING
• Activities that support learning
and development of employees
while in the workplace
• Learning is integrated into
employees’ work practices
JOB-EMBEDDED LEARNING
• May be formal or informal
• Can be carried out as distinct
interventions to address specific
competency gaps
• Can be follow-through or
supplementary intervention to another
L and D activity
JEL Delivery Modes
• Committee Work
• Job Expansion
• Job Shadowing
• Job Rotation
• Special Projects
• Stretch Assignment
• Informal JEL Activities
Relationship &Discussion-Based
Learning
Sometimes referred to as Social or Exposure
Learning

Interactions with supervisors, peers, and colleagues


provide springboard for learning
RDL Modes
• Coaching
• Mentoring
• Peer-Assisted
• Communities of Learning
FORMAL LEARNING ACTIVITIES
Structured learning sessions aimed at
meeting specific learning objectives
within the a short period of time

May be conducted in face-to-face online


or blended modes
FORMAL DELIVERY MODES
• Training Course
• Seminar
• Conference
• Benchmarking
• Degree Programs
LEARNING ACTION CELL
Purposeful, school based and cost-efficient
professional development activities that aim to
continuously improve teachers in…
• Pedagogical Skills
• Instructional Strategies
• Assessment Practices
LEARNING ACTION CELLS
DepEd considers LAC as the primary
mechanism for the professional
development of teachers, as they
collaborate and plan, solve problems,
and they implement actions to improve
their competencies.
LEARNING ACTION CELLS
GROUP LEARNING

• Facilitated Group Learning


• Peer Learning
• Study Group
ONE-ON-ONE LEARNING

• Formal Classroom Observation Visits


• Demonstration Teaching and Return
Demonstration

SUPPORTED SELF-MANAGED LEARNING


• Individual Learning + Peer Group Learning
• Individual Learning + Facilitated Learning
One on One Learning
Formal Classroom Observation Visits
• Mentor observes a mentee who needs to learn a
specific content knowledge or teaching skills

Demonstration Teaching and Return Demo


• Mentor models or demonstrates an approach or
strategy while the mentee observes; mentee then
demonstrates applications while observes
Supported self-managed learning
• Individual Learning+ Peer Group Learning
Individual studies new approaches or improves on
skills first then partners with a group of peers to
demonstrate improvement.
• Individual Learning+ Facilitated Group
Learning
Individual participate in facilitated group learning
then learns approach on his/her own
Multi-school Activities
• Facilitated Group Learning with Teachers from
other school
• Multi-school or District Group Learning
• District showcasing of Demo Teaching
• Facilitators’ Circle
• Division LAC Circle or Assembly
• Regional LAC Circle or Assembly
Important Note
• Choice of Modality and Delivery models is not
mutually exclusive.

• In many instances, the effectiveness of one


delivery mode is heightened and multiplied by the
application of complementary or supplementary
mode.
Use of Appropriate Modalities
• Enhance probability of achieving planned learning
and organizational outcomes
• Empowers learners to meet their learning
objectives thru active engagement
• Reinforces roles of supervisors in HR
Development
• Optimizes organizational investments
Your people are your most valuable asset.
Help them succeed and they will help you succeed.
Make them better and together you make the
organization better.
THANK YOU.

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