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EHRD > Learning > Flashcards

Learning Flashcards

1
Q

Who was the person that follows the performance paradigm

A

Richard Swanson

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2
Q

Who is the person that follows the learning paradigm

A

Karen Watkins

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3
Q

What is a relatively permanent change in behavior, cognition, or affect that occurs as a result of one’s interaction with the environment

A

Learning

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4
Q

What outcomes are associated with Behavioral, Cognitive ,and Affective

A

Learning

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5
Q

What is taking order at a restaurant. (using your mind)

A

Cognitive

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6
Q

What is if the servers are not good at customer service . Outcome of learning to make server manage emotion of customer.

A

Affective

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7
Q

What are the three principles of association

A

Contiguity, Law of Effect, and Practice

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8
Q

What is one explanation on how we learn by

A

association

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9
Q

Law of Effect

A

positive consequences for the behavior. good work good praise

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10
Q

Pedagogy

A

How children learn

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11
Q

Pedagogy

A

How children learn

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12
Q

Andragogy

A

model of adult learning

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13
Q

What are the assumptions of andragogy

A

The need to know, the learner self-concept, the role of learner’s experience, readiness to learn, orientation to learn (performance centered), motivation

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14
Q

What are the two types of motivation

A

internal and external (incentives)

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15
Q

Kolb’s Four Basic Modes of Experiential Learning

A

Concrete Experience, Abstract Conceptualization, Reflective Observation, Active Experimentation

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16
Q

Active Experimentation

A

Is a practice

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17
Q

What are Kolb’s Four Basic Learning Styles

A

Divergent, Assimilating, Accommodating, Converging

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18
Q

What is learning style is Divergent

A

feel and watch

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19
Q

What learning style is Assimilating

A

think and watch

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20
Q

What learning style is Accommodating

A

feel and do

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21
Q

What learning style is Converging

A

thinking and do

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22
Q

What are the three primary ways to maximize learning

A

trainee characteristics, training design, and training transfer

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23
Q

Trainee Characteristics

A

trainability of a group or individual

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24
Q

What are the two conditions of training design

A

Conditions of practice and conditions of retention

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25
Q

Conditions of Practice

A

Active Practice, Mass vs. spaced practice, whole vs. part learning, over-learning, knowledge of results, and task sequencing

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26
Q

Conditions of Retention

A

Meaningful of materials, degree of original learning, and interference

27
Q

Conditions of Retention

A

Meaningful of materials, degree of original learning, and interference (if known one way may confuse people if taught a different way)

28
Q

Conditions of Retention

A

Meaningful of materials, degree of original learning, and interference (if known one way may confuse people if taught a different way)

29
Q

Training Transfer

A

Identical elements, general principles, stimulus variability, support in the work environment, opportunity to perform, and transfer-of-training climate

30
Q

What are the training needs of HRD

A

Provide job knowledge to workers and what is necessary for everyday work

31
Q

What is the distinction between training and development

A

training is specific to the job you are going to do. development is the way to enforce those skills

32
Q

HRD professional organizations

A

?????

33
Q

What is the focus of HRD

A

the focus of HRD is to help the organization and enhance their capabilities

34
Q

What is learning organization

A

an organization that facilitates the learning of all of its members and continuously transforms itself

35
Q

What are the challenges to the HRD field

A

competing in a global economy, eliminating the skills gap, increasing workforce diversity, meeting the need for lifelong individual learning, facilitating organizational learning, addressing ethical issues and dilemmas in a proactive and effective manner

36
Q

The human resource wheel of an HRD development

A

Training and development, career development, and organization development

37
Q

staff organization of hrd

A

???

38
Q

Human resource management areas

A

management practices, organizational structure, human resource systems, and other work practices and systems

39
Q

Effectiveness vs efficiency

A

efficiency is doing things the right way while effectiveness is doing the right things

40
Q

difference between hrd and hrm

A

HRM is a brange of management that deals with the management of employees. HRD is the development of employees working in any organization.

41
Q

What are the core competencies

A

Legal, Ethical, Organizational Development, Leadership, Adult Learning, Principles, Career Development, Project Management, Management Evaluation, Conflict Management, Diversity Training

42
Q

What are the goals of hrd

A

to develop members of a business

43
Q

Pygmalion effect

A

high expectations lead to improved performance in a given area

44
Q

reinforcement theory

A

employees are more likely to do things for which they are rewarded

45
Q

Equity theory

A

states that outcomes are evaluated by comparing them to the outcomes received by others

46
Q

expectancy theory

A

states that people will perform behaviors that they perceive will bring valued outcomes

47
Q

Herzberg’s Two-Factor Theory

A

people have two sets of basic needs, one focusing on survival and another focusing on personal growth. Hygiene factors include pay, job security, and working conditions. Motivation factors include promotion, achievement, and recognition

48
Q

Norms

A

informal rules for appropriate behavior established within work groups if the employee chooses to comply

49
Q

OCB

A

????

50
Q

Behavior modeling theory

A

the act of guiding the employees how to do something by showing them the standard modeled behavior

51
Q

Maslows theory

A

a theory of psychology explaining human motivation based on the pursuit of different levels of needs

52
Q

alderfer’s theory

A

Alderfer’s ERG theory of motivation builds on Maslow’s Hierarchy of Needs and states that humans have three core types of need: Existence, Relatedness and Growth.

53
Q

VARK

A

Neil Flemming’s VARK model designed to help students and others learn more about their individual preferences

54
Q

Learning Styles

A

Visual Learners, Aural (auditory) Learners, Reading/Writing Learners, Kinesthetic (tactical) Learners, and Criticisms

55
Q

Deliberate Practice

A

Refers to targeted and task-centered training programs based on instructions

56
Q

traditional learners

A

learning face to face

57
Q

overlearning

A

practicing newly acquired skills beyond the point of initial mastery.

58
Q

transfer of learning

A

people apply information, strategies, and skills they have learned to a new situation or context

59
Q

HRD interventions

A

the integrated use of training and development, organization development, and career development to improve individual, group , and organizational effectiveness.

60
Q

Kolbe’s Modes of Learning

A

Concrete Experience, Reflective Observation, Abstract Conceptualization, and Active Experimentation

61
Q

Andragogy

A

methods and principles used in adult education

62
Q

identical elements

A

the level of training transfer depends on the level of similarity between training and performance environments

63
Q

trainee personality

A

??????

64
Q

Learning Strategies

A

Rehearsal, elaboration, organizational, Comprehension monitoring strategies, and affective pg 96

EHRD (10 decks)

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