Employee Development

Question 1

What is the classical learning theory?

Answer 1

The idea that we learn through association e.g. dogs started associating the ringing of a bell with food and therefore would start salivating when they heard a bell ring.

Question 2

What is operant conditioning?

Answer 2

This is linked to the reward and punishment model. The idea that if we get rewarded once for doing a certain thing we will constantly do it again in the hope of getting rewarded for it again. The opposite principle can be applied to punishments.

Question 3

What does the social learning theory state?

Answer 3

Its the idea that we learn from our surroundings. An example of this is the bobodoll experiment in which a child observed an adult punching the doll. The child was then inclined to doing the same thing when they saw the doll.

Question 4

How does Kolb believe we learn?

Answer 4

He states that we learn through experience.
1. We do something
2. We reflect on it
3. We think about it
4. We change the way we behave depending on our experience

Question 5

What are the 4 learning styles according to Honey and Mumford?

Answer 5

Activists- like to lean by having a go
Reflectors- like to learn by listening and observing
Theorists- Like to learn from concepts, theories and models
Pragmatists- like to learn by putting it into practice

Question 6

Give 3 criticisms of the Experimental learning theory

Answer 6

Vince (1998) voiced concerns about the lack of attention accorded to psychodynamic issues such as power, anxiety, fear and doubt in Kolb’s model

Reynolds (1997) argued that the individualistic conceptualisation is itself limiting

Holman et al. (1997) contended that the model fails to take into account the significance of social processes

Question 7

Explain Banduras social learning theory

Answer 7

There are 4 elements to it:
1. Getting somebody’s ATTENTION
2. RETAINING that information
3. REPRODUCING what has been seen
4. The MOTIVATION to do so

This psychologist conducted the bobo-doll experiment

Question 8

Give the technology acceptance model (draw it out)

Answer 8

1st option:
External Variables- perceived usefulness- attitude toward using- behavioural intention to use- actual system use

2nd option:
External Variables- perceived usefulness- behavioural intention to use- actual system use

3rd option:
External Variables- perceived ease of use- attitude toward using- behavioural intention to use- actual system use

Question 9

Give some criticisms of the technology acceptance model by davis

Answer 9

1. Too simplified
2. Not applicable to online gaming and problem solving

Question 10

Give some strengths of the technology acceptance model by davis

Answer 10

1. Easy to understand
2. Applicable to individuals opposed to organisations readiness to move on with technology

Question 11

What is “Investors in people”?

Answer 11

A national standard to assess employer performance with regard to training.

Question 12

What is a national careers service?

Answer 12

Provideshigh quality, free and impartial information advice and guidance to help citizens make decisions on learning, training and work. It is available to all adults in England over the age of 13

Question 13

What does the NSF (national skills fund) do?

Answer 13

Supports adults to gain qualifications – free level 3 courses

Question 14

Give 5 traditional learning and development methods

Answer 14

Traditional Training Courses – away from workplace

Induction Training in person

Health & Safety Training

Online Training/Webinars

Informal Learning Lunches

Question 15

Give 5 contemporary employee learning and development methods

Answer 15

Coaching & Mentoring

College Courses Online

MBAs Online

Induction/Onboarding Online

Online Training/Webinars

Question 16

Give some examples of e-learning

Answer 16

-Virtual classrooms and webinars
-Mobile device based learning – think free LinkedIn courses and the badges….
-E-learning courses

Question 17

Give 5 benefits and 5 disadvantages of e learning

Answer 17

Benefits:
1. Flexibility of access
2. Ability to simultaneously reach an unlimited number of employees
3. Uniformity of delivery of training
4. Can achieve cost & time reductions
5. HR can log or track learning activities

Disadvantages:
1. Inadequate technology infrastructure
2. Poor Line Management Support
3. Potential for lack of social interaction
4. Inadequate IT skills
5. Quality of content – poor design; generic

Question 18

What are the steps of the training cycle?

Answer 18

1. Identify training needs
2. Design the training
3. Deliver the training
4. Evaluate the training

Question 19

Why is training necessary?

Answer 19

Ensure appropriate methods selected & factor in resources

Plan implementation

Measure success criteria

Question 20

What is the role of a line manager?

Answer 20

• ‘Talent spotting’: managers must get to know their people, observing what they are good at and when they have outgrown their current job.
• Open up career conversations to surface aspirations and match them to organisational needs.
• Facilitating development and helping the individual access relevant work experience and formal development opportunities.
• Collaborating with other managers to spot career opportunities

Question 21

What is the role of the learning and development team?

Answer 21

Develop strategic development plans to integrate with wider recruitment, performance management and reward strategies

Ensure up to date with contemporary developments

Drive up standards to support organisational objectives for existing and future needs – upskilling/continuous professional development

Be able to build credible business case for investment in employee development and demonstrate return on investment

Evidence transfer of learning to the workplace

Question 22

Give Hamblin’s 5 levels of evaluation of the training and development

Answer 22

1. Evaluating the training, e.g. by post-course questionnaires.
2. Evaluating the learning in terms of how the trainees now behave.
3. Evaluating changes in trainee job performance.
4. Evaluating changes in organisational performance.
5. Evaluating changes in the wider contribution that the organisation now makes.

Question 23

Give Kirkpatricks evaluation level of employee development programmes

Answer 23

1. Reaction level
   Did learner’s like it (affective reaction)?
   Was it relevant to their job (utility reaction)?
2. Learning level
   Were the learning objectives achieved?
   What KSAs
   acquired immediately?
   retained over the longer term?
3. Performance (behaviour) level:
   – Did job performance improve:
   immediately?
   longer lasting?
4. Results Level:
   – Was there an effect on the organisation?
   Measurable / non-measurable benefits?
   benefits outweigh the costs?

Question 24

What is return on investment in relation to learning development?

Answer 24

Return on investment of a learning activity can help demonstrate its value.

The full cost of the activity must be identified (design costs, time-away-from- the-job costs, location costs etc.).

Organisational benefits of the activity must also be identified using evaluation methods.
The two are compared to ascertain if the activity resulted in greater value in terms of organisational performance than it cost to run.

Question 25

Give some of the challenges of return on investment in relation to learning development

Answer 25

However sometimes HR does not have the time, resources, expertise to provide evidence for ROI

Objectives not clearly identified prior to learning activity

Difficult to quantify results transferred to the work place