HRM 3 Flashcards
Training
is the process of acquiring the knowledge, skills and attitudes requires to perform a role effectively. Short time period
Education
is the acquisition of knowledge, skills and experience through a period of sustained study which often leads to a qualification
Learning
is a range of formal, informal or incidental activities which create a semi-permanent or permanent change in behaviour, which turn contributes to individual, team organisational and societal effectivness.
Development
is a range of activities that help an individual grow enhance and training skills and experiences gradually over the long term. An individual largely constructs their development journey themself
Human resource development (HRD)
is the provision of learning, development and training opportunities to improve individual, team, organisation and societal effectivness. Focus to improve orhanisation.
How do people learn?
Cognitivism - is the process of absorbing, sorting, retriving learning in the brain through the creation, amendment nad structuring of mental schemes. Mental schemes are internal structures that store and retrive knowledge and can be combined, extended or altered to accomodate new knowledge.
Behaviourism is a semi-permanent change in behaviour from the application of positive and negative reinforcment. Positive/negative feedback to change attitude
Experiential learning - is the cycle process of making meaning through reflection and experience.
Experiential learning cycle:
- Having an experience
During this stage, learners can pursue experience (performing a task for the first time, participate in complex agtivity, seeking feedback) - Reviewing the learning experience
Involves reflection, which can be maximised by encouraging learners to think about: Ways in which the task or activity could have been undertaken, Comparison between set targets and realised targets, Guided reading and discussion with others. - Reaching conclusions about the experience
Learners are required to reach conclusion regarding what has been learned from the experience. What have I learned from experience? What could I done differently? - Planning the next stage
Successively, it is important for the learner to plan how to do things better next time
Learning styles
- Activists: like to get fully involved in action, seek new experience, open minded. But can be overethusiastic and think about consequences later
- Reflectors: like to observe experience from different perspectives. Data analysis, observations of others
- Theorists: like to develop theories on everythink and find logical explanation from theories
- Pragmatists: are focused on trying new ideas, searching for smth new. Do not like lomg-drawn-out discussions
The strategic Human resource development (SHRD)
- Strategic integration: supports the implementation of business goals, shapes the formulation of corporate strategy and goals and supports and is supported by other strategic HRM activities
- Multi-stakeholder perspective: SHRD recomends stakeholder engagement with a variety of stakeholders to deliver organisational value
- Dynamic capabilities: SHDR helps organisation build flexibility in employee knowledge and skills so that they are able to sensem seize and reconfigure internal processes to meet external realities
- Centrality of knowledge managment system: knowledge managment system play an important role in storing, sharing and communicating knowledge to different units.
- Creation of a learning culture: SHRD creates a culture that promotes learning and development. Fostering organisations learning assists in identifying and responding to high level of environmental uncertainty
The Learning Organisation Model
focuses on learning how to learn and enabling employees, learning to develop creativity, innovation, change and transformation
The learning organisation
is an organisation focused on building a learning culture and integrating across all levels, systems and employees of the organisation.
5 disciplines at the hear of the learning organisation:
1. System thinking: the effectivness of organisations builds on processes, structures and strategies that must work together in harmony
2. Personal Mastery: organisations can only learn through their people, and hence employees should be encouraged to achieve a high level of experties in their field
3. Mental models: mental schemes are important in shaping behaviour in organisations and can inhibit creative thinking.
4. Building a shared vision: it is important to align departments and business units in relation to the goals, values and mission of the organisation
5. Team learning: it is important for individuals to work together and collaborate effectively
The ADDIE model cycle
- Analysis of learning and developments needs (data collection, identification of the capability/performance gap, recommendations and prioritisation of learning needs)
- Design of learning objective and assessments instruments (formulating learning objectives or outcomes, planning the assessment strategy, determine the levels types and difficulties of the activities within the module or course, selecting the delivery methods for learning)
- Development of learning content and activities, embedding content within technological platforms
- Implementation of learning, including plans for training and teacher
- Evaluation of the outcomes of the learning experience
Delivery Methods of Learning
- Bite-size: quick training dip into updates
- Blended learning: customised to suit needs of individuals
- Formal classroom courses
- Digital learning
- Coaching
- Mentoring
- Job instruction
- Planned work experience: role play
- Projects
- Assignment
Trainers should be aware of:
- The different ways which people learn
- The needs of adult learners
- The motivation of learners
- The environment in whicjh the learning occurs
Trainers need to provide:
- Opportunity for learners to learn by utilising practice, trial and error
- Feedback during the learning process
- Opportunity for learners to make sense of what they have learned
