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Certified Knowledge Exam > Learning and Development > Flashcards

Learning and Development Flashcards

1
Q

Training

A

acquisition of KSAs to improve performance in one’s current job

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2
Q

Development

A

acquisition of KSAs required to perform future job responsibilities and for the long-term achievement of individual career goals and organizational objectives

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3
Q

Andragogy

A

adult-oriented approach to learning and development

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4
Q

Pedagogy

A

traditional approach to learning and development used to educate children

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5
Q

Implications for Training Adults

A 
goal oriented
want to participate
need the training to be relevant
draw upon their experiences
learn independently and autonomously
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6
Q

Anderson’s Adaptive Character of Thought (ACT Theory)

A

theory of cognition that distinguishes the three stages of learning; declarative knowledge, knpwledge compilation and procedural knowledge

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7
Q

Declarative Knowledge

A

learning of knowledge, facts, and information - learner is resource dependent

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8
Q

Knowledge Compilation

A

integrating tasks into sequences, performance is still fragmented

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9
Q

Procedural Knowledge

A

task or skill is mastered and performance is automatic

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10
Q

Kolb Experiential Learning Cycle

A

the way an individual gathers information, processes and evaluates it during the learning process. comprised of concrete experience, reflective observation of new experience, abstract conceptualization and active experimentation

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11
Q

Concrete Experience in Kolb Experiential Learning Cycle

A

new experience or situation is encountered, or a reinterpretation of existing experience

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12
Q

Reflective Observation of the New Experience in Kolb Experiential Learning Cycle

A

any inconsistencies between experience and understanding

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13
Q

Abstract Conceptualization in Kolb Experiential Learning Cycle

A

reflection gives rise to a new idea, or a modification of an existing abstract concept (person has learned from their experience)

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14
Q

Active Experimentation in Kolb Experiential Learning Cycle

A

learner applies their idea(s) to the world around them to see what happens

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15
Q

Converging Learning Style

A

abstract conceptualization and active experimentation (thinking and doing)

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16
Q

Diverging Learning Style

A

concrete experience and reflective observation (feeling and watching)

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17
Q

Assimilating Learning Style

A

abstract conceptualization and reflective observation (thinking and watching)

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18
Q

Accommodating Learning Style

A

concrete experience and active experimentation (feeling and doing)

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19
Q

Learning Organization Definition

A

acquires, organizes and shares information and knowledge, and uses new information/knowledge to change its behaviour in order to achieve its objectives and improve its effectiveness

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20
Q

Characteristics of a Learning Organization

A

systems thinking. personal mastery, mental models, building shared vision, and team learning

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21
Q

Explicit Knowledge

A

tangible assets that you can buy/trade (ie patents, copyrights) - things that can be written and/or documented

22
Q

Tacit Knowledge

A

valuable wisdom learned from experience and insight that has been defined as intuition, know how, little tricks, judgement

23
Q

Intellectual Capital

A

intangible asset provided to an org by its employees’ efforts and also from its knowledge assets (results of human innovation and thought)

24
Q

Human Capital

A

employees’ knowledge skills and abilities (KSA)s

25
Renewal Capital
company's intellectual property
26
Structural Capital
formal systems and informal relationships that allow employees to communicate, solve problems, and make decisions
27
Relationship Capital
an organizations' relationships with suppliers, customers, and competitors that influence how it does business
28
Customer Capital
value of an organizations' relationships with its customers
29
Types of Knowledge Acquisition
environmental scanning, formal learning, informal learning, communities of practice
30
Knowledge Interpretation
mental models deeply engrained assumptions, generalizations or images that influence how individuals understand the world and how to take action
31
Knowledge Dissemination
moving ideas and communicating knowledge to target audiences so it may lead to change
32
Knowledge Retention
knowledge repositories that are inventories of knowledge that orgs compile and store, which can be easily retrieved
33
ADDIE
Analysis - analyze situation and understand gaps that need to be filled Design - based on analysis, make decisions to design best option Development - bring learning exp to life by building end product Implementation - Distribute learning end-product to audience Evaluation - evaluate if end-product is effective. make updates if necessary
34
Instructional System Design (ISD)
Needs Analysis - clarifies problems and objectives, identifies needs and the existing KSA - org analysis assesses strategy, priorities, environment and the transfer of culture - task analysis assesses the job requirements - person analysis asseses the desired performance, performance gaps and obstacles Training Design & Delivery - training objectives, content, methods of delivery and learning principles - focuses on perfomance, condition and criterion Evaluation - summative evaluation (monitor outcomes and programs worthiness), and formative evaluation (quality of materials and program design)
35
Kirkpatricks' Evaluation Model
Reaction (thoughts and feelings about training) Learning (resulting increase in knowledge or capability) Behaviour (behaviour and capability improvement and application) Results (the effects on the environment or business)
36
Training Transfer
ability of the participant to apply the learning outside fo the classroom
37
Far Transfer
training can be effectively applied to new and different situations
38
Horiztonal Transfer
training can be effectively applied to different settings
39
Vertical Transfer
training is applied and organization performance improves
40
Transfer Climate
degree to which the work environment enables a learned to apply the training
41
Return on Investment (ROI) Definition
compares cost of training program relative to the benefits
42
Return on Investment (ROI) Formula
(Program Benefits - Cost of Program)/Cost of Program x 100
43
Data Collection Designs
the manner in which the data is collected, organized and analyzed
44
Data Collection Design Types
Non-Experimental Designs, Experimental and Quasi Experimental Designs
45
Types of Non-Experimental Designs
Single group post-only design, Single group pre-post design, time series design
46
Types of Experimental and Quasi Experimental Designs
single group design with control group, pre-post design with control group, time-series design with comparison group
47
Off-the-Job Instructional Methods
lecture, discussion, audio-visual methods, case study, case incident, role play, games, simulations
48
On-the-Job Training
trainees receive instruction and training at their work station from a supervisor or experienced coworker
49
Mentoring
a member of an org takes an interest in the career of another member - mentor provides coaching and counselling to a junior employee
50
Coaching
involves one-on-one, individualized training to help another develop their insights and techniques pertinent to the accomplishment of their job

Certified Knowledge Exam (9 decks)

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