EPA

Question 1

Why are learning styles important?

Answer 1

Learners have different ways they learn best, if you incorporate as many different learning styles as possible into your session you will have increased productivity

Question 2

Name the different learning styles

Answer 2

Kinaesthetic – you gain knowledge through direct experience and practice
Auditory – you absorb information when it is shared out loud
Visual – assimilate information when it is presented as an image
Reading & Writing – you absorb information through reading and writing

Question 3

Give an example of how you have incorporated different learning styles into Application training

Answer 3

Kinaesthetic – the delegate has a chance to complete tasks such as sharing their screen and changing their background during the session
Auditory & Visual – the session is delivered virtually via a demonstration type session, so they can watch and listen to what is happening
Reading & Writing – a quick reference guide is sent after the session with links of how to find more information on the application training

Question 4

What are the 5 conflict handling modes?

Answer 4

Competing, collaborating, compromising, avoiding, accommodation

Question 5

How would you evaluate a project/training session?

Answer 5

I would evaluate using the Kirkpatrick model

Question 6

Explain what level 1 of the Kirkpatrick model is

Answer 6

Level 1 is used to measure reaction

• This is the reaction to the participants training experience
• Can be evaluated by smile sheets/questionnaires
• The Training Team send out an evaluation form after every session

Question 7

Explain what level 2 of the Kirkpatrick model is

Answer 7

Level 2 is used to measure learning

• This is measuring what the learners have and have not learnt
• This is measured by assessments e.g., multiple choice questions, observations, discussions
• The Training Team measure either by formative assessments during some virtual sessions or via quizzes where the learner must achieve 80% for access to a clinical system

Question 8

Explain what level 3 of the Kirkpatrick model is

Answer 8

Level 3 is used to check behaviour

• This is whether the learner’s behaviour has changed because of the training
• This usually takes place 3-6 months after the training
• This is measured by observing and preforming reviews
• The Training Team send out a questionnaire 3 months after the training has taken place

Question 9

Explain what level 4 of the Kirkpatrick model is

Answer 9

Level 4 is used to measure results

• In this stage you need to make a credible link between the benefits/results and specific training to gain a true organisational impact of the training
• This can be measured using yields or customer satisfaction ratings

Question 10

Explain what level 5 of the Kirkpatrick Model is

Answer 10

Level 5 is used to measure the return of investment

- This level advises how to calculate return of investment using data gathered from level 4

Question 11

What are the 3 different learning channels?

Answer 11

Face to face, digital or blended

Question 12

Explain the face-to-face channel and how you can use it to contribute to effective learning

Answer 12

Face to face is classroom teaching

• It can be used for learners who many need extra support
• It can be used for when a learner is unable to learn digitally
• It is best suited to larger groups
• Learners can check their understanding with feedback from the trainer

Question 13

Explain the digital channel and how you can use it to contribute to effective learning

Answer 13

Digital is eLearning or watching videos online. In recent months this has also included virtual training

• eLearning is used for a uniform delivery of information
• Can be accessed 24/7
• Is used to offer a flexible approach
• It is interactive and engaging making it a stimulated environment
• Learners can progress at their own pace
• Increases access to training whilst digitally upskilling

Question 14

Explain the blended channel and how you can use it to contribute to effective learning

Answer 14

Blended can be a combination of approaches such as face to face and eLearning

• It is best used when there is a complex training requirement
• It is the most effective way for learners to attain knowledge as eLearning is engaging and the learner can ask questions
• Blended learning is the best what to have inclusiveness as its flexible and can be done at home

Question 15

What is diversity and inclusion?

Answer 15

Diversity relates to the differences in people and inclusion is where those differences are seen as a benefit.
Equality Act 2010 was introduced to stop discrimination

Diversity recognises that, though people have things in common with each other, they are also different many ways. Inclusion is where those differences are seen as a benefit, and where perspectives and differences are shared, leading to better decisions.
The Equality Act 2010 legally protects people from discrimination in the workplace and wider society.
Diversity and inclusion within L&D is to make sure that the participation of diverse individuals is equal

Question 16

Describe how diversity and inclusion influences the planning and delivery of learning and development interventions

Answer 16

• Adding pictures that capture diversity
• Make sure everyone can access all resources
• Making sure all learners will be able to understand the intervention no matter their educational background
• Have an open attitude towards learners
• Checking if learners have any difficulties before the session
• Making sure study materials meet accessibility requirements

Question 17

What does your organisation do and what is the sector it operates in?

Answer 17

I work for Blackpool Teaching Hospitals NHS Foundation Trust which operates in the public sector. The Trust provides healthcare to members of the public in and around the Fylde coast.

Question 18

What is the structure of your organisation?

Answer 18

The structures are different depending on which department you are in, my structure is:
At the top
- Chief Executive – Kevin McGee
- The director of Finance and HI –
- CIO for HI – Steven Bloor
- Head of Department – Anne-Marie Kit
- Deputy Head of Department – Joanne Burnell
- IT Training Team Leader – Jennifer Woodhouse
- Training Team – My colleagues
- Junior IT Trainer – Myself

Question 19

What are the Trusts values?

Answer 19

Positive, People Centred, Compassionate, Excellence

Question 20

What are the learning and development roles within organisations that are involved with ensuring effective learning and development?

Answer 20

• Performance consultant
• Experience Designer
• Videographer & Storyteller
• Animator/Visualiser
• Data Analyst
• Coach/Mentor
• Learning Administrator
• L&D Manager
• Online Trainer

Question 21

What are the policies and procedures required to analyse learning needs and ensure effective delivery?

Answer 21

The policies and processes for effective organisation learning need to be clear and is the job of the learning and development manager to create/improve these with the help of HR.

They would have to set out the learning and development strategy from this a learning policy will be created which will explain how the strategy will be implemented

For example, the strategy and policies would generally cover personal development plans, cancellation issues, responsibilities for learning and development, study leave, equality of opportunity in learning and development – among other things

Question 22

Explain the features and benefits of internal information systems for learning and development

Answer 22

• Internal information systems house data and used to create reports that can be analysed and used to measure goals and help make decisions
• Internal information systems can support learning by providing structured and detailed formative feedback directly to the learner and individualised practice
• ## The system can give a view of what is and isn’t working in terms of how it supports learning. For example, when a module is completed within eClass an assessment is undertaken

Question 23

How does technology support learning?

Answer 23

• 24/7 access instead of waiting for a trainer to be available
• Supports different types of learners
• Material can be re-visited
• Different types of learning resources used
• Supports independent learning
• Developing digital skills by navigating
• Learners can learn at their own pace

Question 24

How to identify and analyse learning needs – establish team and individual capability and learning gaps, in line with organisational performance outcomes and to enable effective evaluation

Answer 24

• Create a Training Needs Analysis (TNA)
• This could comprise of skills and competencies required to meet goals
• It should identify what the goals are
• It should mention what courses are available to close the gaps
• It identifies the learner’s current capabilities
• It could take different forms such as questionnaires, observations, or interviews
• From the TNA you would analyse the information to find the learning gaps

Question 25

Explain the Humanist theory

Answer 25

Humanist theories are an approach in which human values and interests are the primary importance. The theory believes that human potential is expansive, and that the learner brings values and personal perspective to the learning environment.
Humanist theories find their focus in the whole person of the learner.

When conducting Attend Anywhere training with delegates from similar departments they all would share their point of view of the system and their ideas of how they would pick up a patient and what they would say when setting ground rules. This is the same with Teams training, a more experienced member of staff may chip in with ideas that may help beginners.

Within this theory Maslow believed that his hierarchy of needs needed to be met for a delegate to reach self-actualisation. At the beginning of each training session, I ask learners whether they have a cup of tea to help satisfy their physiological needs, I would also give them praise if they have accomplished a task to meet the esteem need.

Question 26

Explain the Connectivism theory

Answer 26

Connectivism has been heavily influence by George Siemens and is about learning in the digital age. The theory focuses on the process of making specific and reusable patterns of connections between technology, people, and information. Our connections and interactions form together into a network which we use to learn with. It sees learning as an unlimited action across a distributed network. The teacher acts as a guide and advisor in how to build, manage and activate our learning networks in an appropriate and effective manner.

Connectivism is used within Team’s training as I help act as a guide to help activate the learning networks for the application training and help develop the learner’s digital literacy at every opportunity whilst using the applications. I might act as a guide once but once the learner has completed the training, they may figure out new functions and their colleagues might also advise them of new functions and different ways to use the applications, this shows they use other networks to gain and distribute knowledge after the training sessions.

Question 27

Explain the Constructivist theory

Answer 27

Constructivist approach see’s the learner as a constructor of knowledge. This theory has been heavily influenced by John Dewey.

The theory believes that learning is an active process whereby new knowledge develops based on the learners prior experiences. The learning process is divided into two developmental levels

1. Actual Developmental level which allows learners to solve problems on their own
2. Potential Developmental level which requires guidance for effective problem solving

Constructivist theory tells educators to guide or facilitate learning using realistic and relevant context.

At the beginning of the application training, the learners will have their potential developmental level. I ask learners what they would like to learn, which helps the delegates reach their actual developmental level, so they can solve problems on their own. I also use the Teams system within training so they have realistic and relevant context.

Question 28

Explain the Experiential theory

Answer 28

Experiential learning theory is made up of a humanistic and constructivist approaches. Kolb’s created a 4-stage cycle. Learners progress through the stages to complete a cycle and as a result transform their experiences into knowledge. Kolb’s believed that individuals could demonstrate their knowledge of the learning that occurred when they are able to apply abstract concepts on new situations.

There are four stages in the cycle:
The first is concrete (experiencing an experience) where the delegates have an experience where they engage in an activity or task which they engage in. This is where I deliver the session and ask the learner to complete the tasks.

Second is reflective observation, this is the stage in the learning cycle that allows the learner to ask questions, this is where the learner reflects after a task or after the training sessions and asks the questions.

Thirdly is the abstract conceptionalisation where the learner tries to make sense of these events, they try to reflect on their prior knowledge using. This is when the learner has finished the training session, they will think about what they already know and what they might be able to do with the new knowledge learnt.

The last part of the cycle is active experimentation. This is where the learners participate in a task with the goal of apply their new knowledge into practice and helping to retain the information for the future. This is where the learner would return to work and change their behaviour and use the knowledge learnt.

Kolb’s advises that the delegate can enter the cycle at any time, but they have to complete the cycle in its entirety otherwise they won’t retain the information.

Question 29

What are the 5 points in the training cycle?

Answer 29

• Identification of need – make sure there is a reason to conduct the training, this may be a change in business needs
• Design/Develop – this includes creating the course, the course objectives, what format the course will be in and what training materials are to be created
• Delivery
• Assessment – assess the learners to make sure they have achieved the objectives
• Evaluation – use the Kirkpatrick model to evaluate the training and start the process again

Question 30

What is learner centred training?

Answer 30

It is where a learner brings their own knowledge, past experiences, and ideas and this impacts how they take onboard new information.
Learner centred training is based on the thought that the more engaged the delegates are in the learning process the more they will retain and use.
Examples of this training is holding a competition, demo, pose a problem etc.

Question 31

Name 3 different questioning techniques and what they are

Answer 31

• Open questions – used to encourage wider discussion ‘what do you think of’
• Probing questions – help gain clarification and encouraging to tell more information
• Leading questions – leading the respondent to a positive or negative route

Question 32

Why would you use questioning techniques?

Answer 32

I use questioning techniques to engage and try to establish prior knowledge as an assessment tool

Question 33

How do you manage participation, attitudes and behaviour to reach learning objectives?

Answer 33

Set ground rules for example no food or drink in the training room

Ask the learners to introduce themselves to make them feel comfortable within the learning environment

Question 34

Name 5 coaching techniques

Answer 34

• Check understanding – asking a delegate if they have understood the session and asking them to summarise
• Check to see if learning objectives have been met by asking probing and open questions
• Constructive feedback – which will help them reach the learning objectives
• Active listening
• Set SMART targets – specific, measurable, realistic and timely

Question 35

Describe the role of data to analyse learning needs and ensure effective delivery

Answer 35

Data can be used to see if learners are failing an assessment if that’s the case, they may need extra support
If a lot of people are failing, you might need to re-look at the training

Question 36

How do you give constructive feedback?

Answer 36

Advise the good points to the learner first and then advise what they could improve on, it’s better to have a positive spin

Question 37

What are things you would do to deal with challenging behaviour?

Answer 37

• Appreciate and adjust
• Build rapport and empathy
• Change the environment
• Defuse the emotion
• Explore the root cause of behaviour
• Focus on the future outcome wanted
• Develop an agreed solution
• Highlight agreement and next steps
• Inform others where appropriate
• Learn from the experience

Question 38

Name 6 teaching and learning practices and explain a little about what they are

Answer 38

1. Spaces practice – space out your studying over time
2. Retrieval practice – practice bringing information to mind without the help of materials
3. Elaboration – explain and describe ideas with many details
4. Interleaving – switch between ideas theory then practical then theory
5. Concrete examples – use specific examples to understand abstract ideas
6. Dual coding – combine works and visuals

Question 39

What is a training plan?

Answer 39

A training plan will provide an understanding about how, when, where and with whom each stage of the training plan will be undertaken.

Developing a training plan is an iterative process – it should develop and change as the delivery of the training develops and changes

Question 40

Who created the Experiential theory?

Answer 40

Kolbs

Question 41

Who created the Constructivist theory?

Answer 41

John Dewey

Question 42

Who created the Humanist theory?

Answer 42

Maslow

Question 43

Who created the Connectivism theory?

Answer 43

George Siemens