Employee Development Flashcards
What is the classical learning theory?
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.
What is operant conditioning?
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.
What does the social learning theory state?
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.
How does Kolb believe we learn?
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
What are the 4 learning styles according to Honey and Mumford?
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
Give 3 criticisms of the Experimental learning theory
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
Explain Banduras social learning theory
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
Give the technology acceptance model (draw it out)
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
Give some criticisms of the technology acceptance model by davis
- Too simplified
- Not applicable to online gaming and problem solving
Give some strengths of the technology acceptance model by davis
- Easy to understand
- Applicable to individuals opposed to organisations readiness to move on with technology
What is “Investors in people”?
A national standard to assess employer performance with regard to training.
What is a national careers service?
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
What does the NSF (national skills fund) do?
Supports adults to gain qualifications – free level 3 courses
Give 5 traditional learning and development methods
Traditional Training Courses – away from workplace
Induction Training in person
Health & Safety Training
Online Training/Webinars
Informal Learning Lunches
Give 5 contemporary employee learning and development methods
Coaching & Mentoring
College Courses Online
MBAs Online
Induction/Onboarding Online
Online Training/Webinars
Give some examples of e-learning
-Virtual classrooms and webinars
-Mobile device based learning – think free LinkedIn courses and the badges….
-E-learning courses
Give 5 benefits and 5 disadvantages of e learning
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
What are the steps of the training cycle?
- Identify training needs
- Design the training
- Deliver the training
- Evaluate the training
Why is training necessary?
Ensure appropriate methods selected & factor in resources
Plan implementation
Measure success criteria
What is the role of a line manager?
- ‘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
What is the role of the learning and development team?
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
Give Hamblin’s 5 levels of evaluation of the training and development
- Evaluating the training, e.g. by post-course questionnaires.
- Evaluating the learning in terms of how the trainees now behave.
- Evaluating changes in trainee job performance.
- Evaluating changes in organisational performance.
- Evaluating changes in the wider contribution that the organisation now makes.
Give Kirkpatricks evaluation level of employee development programmes
- Reaction level
Did learner’s like it (affective reaction)?
Was it relevant to their job (utility reaction)? - Learning level
Were the learning objectives achieved?
What KSAs
acquired immediately?
retained over the longer term? - Performance (behaviour) level:
– Did job performance improve:
immediately?
longer lasting? - Results Level:
– Was there an effect on the organisation?
Measurable / non-measurable benefits?
benefits outweigh the costs?
What is return on investment in relation to learning development?
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.
Give some of the challenges of return on investment in relation to learning development
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
