Learning and Development Flashcards
Push model vs. pull model
Push: An employee was invited to a training session in a classroom at a specified time, listened to a series of lectures, and was sent back to work. “Push” training is still generally used for required training such as compliance-related subjects.
Pull: learning and development is a continuous process, easily accessible anywhere and anytime. Usually linked to acquiring skills, abilities, knowledge, and competencies needed to better perform one’s job.
Learning organization
An organization is characterized by its ability to adapt to changes in its environment and respond quickly to lessons of experience by altering organizational behavior.
Five Disciplines of a Learning Organization
Systems thinking: anything changed in one area of a business will affect everything else
Mental models: our deeply ingrained assumptions that influence how we understand the world and how we take action.
Personal mastery is the high level of proficiency in a subject or skill area.
Team learning is aligning and developing the capacity of a team to create the results its members desire.
Shared vision is a look into the future that fosters genuine commitment and is shared by all who need to possess it.
Explicit vs. tacit knowledge
Explicit knowledge: might be shared through a database or taught through a learning intervention.
Tacit knowledge: is personal and experience-based, it is more challenging to quantify.
Learning, training, development differences of each
Learning: acquiring new skills
Training: improving skills for job
Development: improving for future
Elements of Knowledge retention
Technology based systems + softer systems
Tech (harder): process, policy
Softer: conversations with people
How do adults learn?
Self-directed Have experience as a resource Are ready to learn More problem-focused Internally motivated to learn Willing to "unlearn to learn" Leverage experience and relationships
Relationship between Learner Participation and Retention (graph)
Lectured at = retain 10% of knowledge
As there is more involvement in the knowledge (reading, demo, discussion, practice by doing) there is greater retention
Immediate use of learning (tying it to an adult’s problem they’re facing) = 90% knowledge retention
Kinesthetic learners (tactile learning)
Learn by doing
ADDIE Model (circular) - Analysis & 3 layers of analysis Analysis Design Development Implementation Evaluation
Analysis: asks “what is the problem?” Training should address a need
3 layers of analysis
Organizational: where is training needed?
Task: what needs to be taught?
Individual: who needs to be taught?
ADDIE - Design
Analysis Design Development Implementation Evaluation
The outcome of the design phase is an architecture or rough sketch of what the final program will look like.
Bloom’s taxonomy: learning objectives should be completed in hierarchical manner. start from knowledge > comprehension > application > analysis > synthesis > evaluation
Think about cultural implications: we are more practical whereas other cultures are more abstract
ADDIE - Development
Analysis Design Development Implementation Evaluation
Thinking about activities involved in the training: case studies, round robin, role playing, simulations
T group - someone talking about their experiences and giving participants the opportunity to understand and empathize (ex. sensitivity training)
ADDIE - Implementation
Analysis Design Development Implementation Evaluation
Pilot testing and revisions
Translation/interpretation
Instructor selection
Logistics
ADDIE - Evaluation
Analysis Design Development Implementation Evaluation
Assess objectives
Conduct investment analysis (ROI)
Measure impact of training on individuals
Collect data to influence future training
Blended training
In theory, best kind of training because it is a mixture of everything else
