Learning Flashcards
Training versus development
– Training. time bound, budget dependent. Often imposed, driven by systematic change. Generally done in groups and accountable to authorities. Depending on a trainer.
– development. Continuous, internal process. Optional, factors and personal change, growth view. Based on an internal agenda. Mainly individual and accountable to self. Can be independent.
Role of training and development
– Process of supporting and continuously enhancing performance to reach organizational goals through additional learning, education, improvements. Helps plan and implement training for organizational events. Facilitates HR programs for personal and professional enrichment.
Training requirements
– New employees. Company, orientation, job responsibilities.
– professional and technical workers. Specific roles, changing in process, tools, and tech technologies.
– experience workers. New and changed jobs, compliance training.
Skills and knowledge shortages
– Top three missing soft skills. Problem-solving, critical thinking, innovation, and creativity. Ability to deal with complexity and ambiguity. Communication.
Top three missing technical skills. Trade skills. Data analysis/data science. Science/engineering medical.
HR’s role in training and development
– Identifying training needs and opportunities.
– aligning training programs and activities to strategic goals.
– seeking input from stakeholders.
– leveraging, workforce, and analytics and cognitive tools for decisions.
– evaluating and measuring program and activities
Key legislation related to learning
– The trademark act 1946 nickel
– US patent act 1952.
– copyright act 1976
– Civil rights act title, seven 1964 next line – age discrimination and employment act 1967.
– the American with disabilities act 1990
– uniformed services, employment and employment act 1994
– fair labor standards act 1938
– Occupational safety and health act 1970
– Mine safety and health act 1977
– Needle stick, safety, and prevention act 2000
US patent act 1952
Applies to all businesses and individuals.
– provisions. Prevent stealing and or claiming inventions created by others. Clarifies and simplifies existing patent laws. Three types of patterns, utility patent, design pattern, plant pattern.
– Compliance enforced according to federal statutes rename office to patent trademark office. Create a title 35 of the US code.
Title 35 of the United States code.
– originally developed pen and law into three parts added part four 1970
Part one – pen and trademark office. Set out provisions, governing that office and its powers and duties and related matters.
– part two patent ability of invention in grant of patents. Sets out conditions under which patents may be obtained and the related procedures.
– part three plans and protection of patent rights. Relates to the pattern themselves and the protection of rights under pats.
– part four patent cooperation treating. Intended to simplify the filing and patent application for inventions in different countries. Helps expand established programs for American industry to file foreign applications. Encourages smaller businesses and individual investors to become more active in seeking patent protection of abroad.
Copyright act 1976
– Applies to all US individuals
– provisions. Protect the authors right to reproduce, distribute or perform copyrighted work. Covers literary, artistic or other creative expression for authors life +70 years.
– compliance. Person who creates a work generally owns the copyright except for work made for higher exceptions were created by employees, work special ordered or commissioned
Copyright concepts
– Public domain. Copy right law doesn’t protect this route of work. Copyright owner deliberately places it in the public domain, known as dedication. Copyright owner did not follow properly. Follow copyright renewal rules. Copyright has expired.
– Fair use. Allows the use of copyrighted work in certain circumstances. No finite guidelines for usage. Determine in case by case basis and the court system for copyright infringement
Legislating providing equal access to training
– The civil rights act 1964. Prohibits discrimination and compensation or the terms or conditions of employment based on certain protected classes.
– age discrimination and employment act 1967. Prohibits discriminating against employees 40 years of age and older and hiring, promotion, training, benefits, compensation, discipline, and Terminations.
– ADA 1990. Prohibits discriminating against qualified individuals with disabilities and applying for jobs, hiring, firing, and job training – uniform services, employment and employment rights act 94. Requires training or retraining for returning service members to refresh or upgrade their skills to help them qualify for reemployment.
Legislation with training impacts
– The fair labor standard act 1938. Establishes one training related time must be counted as hours worked. Identify for exceptions.
– OSHA 1970. Many OSHA standards explicitly require employers to train employees in the safety and health aspects of their jobs.
– mind safety and health at 1977 requires the implementation of mandatory minor training.
– needlestick, safety and prevention act 2000. Requires employee employees that are training in proper usage and engineering and work practice control to help. Keep them safe
Reinforcement theories
– explain acquisition and sustainment of behavior
– Classical conditioning period occurs when two simile repeatedly paired.
– operant conditioning. Behaviors are dependent on, or controlled by their rewards and consequences.
– Social cognitive theory. Knowledge acquisition, directly related to observing others within the context of social interactions experiences in outside media influences.
Classical conditioning
– Type of learning that happens unconsciously.
– process that occurs through associations between an unconditioned stimulus and a neutral stimulus
– Form of behaviorism in which a specific stimulus produces predictable response
Operant conditioning
Reinforcement contingencies.
– positive reinforcement contingencies.
– punishment contingencies.
– avoidance contingency
– escape contingency
– extinction contingency
Social cognitive theory
– Emphasizes understanding human behavior through the importance of: vicarious learning, symbolic, thinking, self regulatory processes.
– interaction is created through reciprocal determinism. Behaviors influenced by the environment. Environment is influenced by the individual behavior. Personal factors
Andragogy- adult learning theory
– Learner centered, focused on what is happening within the learner.
– implies a share concern for learning rather than a pedagogical expectation of learning will take place no matter what
– established learning principles
Requires involvement, experience, space, enhanced by active participation, problem, centered
Malcolm S Knowles. Assumption of adult learners 1984.
Five assumptions
– Self-concept. Moving from dependency on others to autonomy and self directed learning.
– experiential learning, drawing on past experience for future learning.
– readiness to learn involving needs specific to the current condition.
– orientation to learning. Applying information and current situations to solve immediate issues.
– motivational learn coming from a source of personal inspiration and desire versus outside conditions.
Learning curves
– Negatively accelerating learning curve. Decreasing returns. Increments in performance are large in the early stages of practice, but become smaller as practice continues.
– positivity accelerating learning curve, increasing returns. Learning proceeds slowly at first and then gradually improves.
– a shaped learning curve. Combines a positively accelerating learning curve at the beginning with a negatively accelerating curve and later attempts
– learning curve with a plateau. Period where no one seems to learn.
Forgetting theories two
Short-term memory.
– The theory trace decay theory, fading and decaying resulting overtime.
– – displacement. Limited capacity to hold information first in , first out.
Long-term memory
– Proactive interference. Old memories, disrupt new memories
– – retroactive interference. New memories, destruct old memories.
– – – Retrieval failure theory. Information cannot be assessed.
Neil Flemming and Colleen Mills, the Vark modalities 1992
4 types of learners
– visual. Diagrams, slight presentations.
– AURAL reading aloud or recordings.
– reading/writing interaction with text, reading and writing.
– kinesthetics activities that allow for movement.
Learning retention
After two weeks we tend to remember
– 10% of what we read
– 20% of what we hear.
– 30% of what we see.
– 50% of what we see and here.
– 70% of what we say?
– 90% of what we say and do.
Training strategy
– Formal document link training to organizational goals.
– shows the value of investments in training program.
– identify employees who need training implants accordingly. Ensure employees will have the skills and knowledge to help move the business forward when needed.
Training strategy assessments
– Organizational assessment. Organization Y deficiencies that could use a training solution. Usually identify during HR audits, during reviews of HR measurements, via employee surveys, VA employee complaint rates.
– job assessments. Clarification or expansion of job requirements. Can be determined, using job performance, results versus benchmarks, focus groups, interviews.
– employment assessment. Current skill and knowledge needs of existing workforce can be identified using employee surveys, focus groups, interviews, performance results.
Delivery planning
-On site training advantages. Convenient location, no travel, time incurred, available to support work group, private group, customized. Disadvantages pressure on attendees, not taken seriously, administrative, Bernet, external networking opportunities.
- Offsite training, advantages, focus on the training content, more creative environments conducive to learning, opportunity to network. Disadvantages can be costly, time away from work, unavailable, if work issues arise.
Obstacles to learning
– Resistance to learning can be caused by intrinsic or extrinsic factors. Low tolerance for change, lack of trust, peer group, pressure, bad previous experience, lack of organizational commitment.
Instructional design models
– Help instructional designers make it sense of abstract learning theory and enable real world application.
– Provide structure and meaning to a learning problem.
– have common principles and patterns that are used to design. Learning, experiences courses, instructional content.
Popular instructional design models 3
Addie – analyze, design, develop, implement, evaluate.
– agile – align, get set, iterate, and implement, leverage, evaluate
– Sam – successive, approximation, model
