7 Training and development

Question 1

The 3 components of the training cycle

Answer 1

Training needs analysis (TNA)

Training design

Training evaluation

Question 2

3 levels of training need analysis (TNA)

Answer 2

organisational analysis,

job/task/role analysis

person analysis.

Question 3

(In TNA) Store organisasjoner har store HR avdelinger som kan gjøre organisatiriske vurderinger og “training need analysis”.. For mindre organisasjoner/arbeidsplasser kan ______ ______ ______ være en mer realistisk metode

Answer 3

Critical incident analysis

Question 4

(In TNA) In “task analysis” employers identifies what training is needed in order to develop the requisite ___ .

Answer 4

KSA. Knowledge, skills and abilities

Question 5

(In TNA) 3 ways of doing a task analysis

Answer 5

Hierarchical task analysis, HTA

Cognitive task analysis, CTA

The Position Analysis Questionnaire (raskere enn HTA + CTA, 300 spørsmål).

Question 6

(In TNA) Person analysis is ….

Answer 6

person analysis involves identifying who needs training and what kind of training they require. Manager or employers analyse them self, kan være uenige om behov

Question 7

In “The training cycle”.. “Training design” builds on the ____ _____ _____ and can be expressed in the 3 components…. ?

Answer 7

The criterion behaviour

The conditions under which the behaviour is to be exhibited

The standard of performance of the behaviour.

Question 8

In “The training cycle”..

Theories of learning relevant for “training design”

Answer 8

Social learning theory, SLT
(Bandura, Self efficacy, modelling, Baldwin kritisk –> må unlearn først) Eks: MAP kurs, kunnskap, refleksjon, se eksempel, simulere, praksis

Behaviourism
(gamification)

Question 9

In SLT we know that we learn better when the model ….

Answer 9

are friendly, helpful, high status, and of the same race or gender as the trainees

Question 10

How can training be designed to help facilitate self-regulated learning,

Answer 10

Metacognitive strategies
- plan
- monitorere
- evaluere
- sette “mastery” mål

Theory of skilled acquisition (stages need diff. aproch. Too much too soon -> backfire)
- declarative
- procedural
- automatic

Question 11

3 training methods

Answer 11

Digital learning

Gamebased training

teambased training

Question 12

Fordeler og ulemper med digital training

Answer 12

Microlearning,
jus in time,
like effektivt som face2face for competent learners
Må ha bra design og være relevant.. kun 30% fullførte i MOOC study

Question 13

Fordeler og ulemper med gamebased training

Answer 13

Morsomt

Best for de som er god i teck og vinner ofte (konkuranseinnstikt)

Question 14

Fordeler og ulemper med team-based-training

Answer 14

Fordel:
- ikke bare arbeidsoppgaver men reguleringsstrategier for hele team, kommunikasjon og samarbeid bedre, øve via SIM

Ulemper:
- team ofte i state of flux

Psykologisk safety viktig

Question 15

Baldwin and Ford’s model of LEARNING TRANSFER diff. between 3 stages _______ ________ ________

The theory also says something about 3 levels of innfluence of the inividuals learning. What levels?

Answer 15

• Learning and retention
• Generalization of learning
• Maintanance
• INDIVIDUAL (conscienciousness, mastery oriented, self efficacy mye å si for open skills)
• ORGANIZATIONAL (manager support)

Question 16

En ansatt drar på kurs og tar med seg kunnskapen tilbake til arbeidsplassen der hun tester kunnskap og får positiv/negativ feedback. Avhhengig av feedback vuderer hun videre “transfer” av kunnskap (KSA)… Hvilke modell er dette?

Answer 16

Dynamic Transfer Model, Blume et al. (2017)

Question 17

The most widely used model for training evaluation

Answer 17

Kirkpatrics model 1967

Kritikk:
- vanskelig å måle atferdsendring, må ta pre/porst test
- utfordrende å måle resultat.. kan ha andre forklaringer…

Question 18

______ _______ kritiserer Kirkpatrics model og sier den ikke tar hensyn til læringens dynamiske natur

Answer 18

Sitzman & Weinhart 18´

utilisation indicators
(e.g., how many people enrol and leave the training)

affect indicators
(self-efficacy, motivation and reputation of programme)

performance indicators
(e.g., learning and behaviour change)

financial impact
(e.g., return on investment)

Question 19

3 levels of Sitzman & Weinhart 18´

“Multilevel framework of training effectiveness”

Answer 19

Question 20

For å sikkre riktige resultater bør training evaluation følge _____?

Answer 20

Klassisk psykologisk forskningsdesign

Indre og ytre validitet, confunding variables, generaliserbart?

Question 21

How do leaders like to have training for themselves?

Answer 21

Leaders’ development often takes place outside of the formal training environment, for example through one-to-one coaching.

Emosjonell kompetanse viktig!

Question 22

Diversity training

Answer 22

IAT, bra men midlertidig

Should be implemented over time at many levels

to much to soon –> backflash

Question 23

Tankekart

Answer 23