Learning and Development Flashcards
Training
acquisition of KSAs to improve performance in one’s current job
Development
acquisition of KSAs required to perform future job responsibilities and for the long-term achievement of individual career goals and organizational objectives
Andragogy
adult-oriented approach to learning and development
Pedagogy
traditional approach to learning and development used to educate children
Implications for Training Adults
goal oriented want to participate need the training to be relevant draw upon their experiences learn independently and autonomously
Anderson’s Adaptive Character of Thought (ACT Theory)
theory of cognition that distinguishes the three stages of learning; declarative knowledge, knpwledge compilation and procedural knowledge
Declarative Knowledge
learning of knowledge, facts, and information - learner is resource dependent
Knowledge Compilation
integrating tasks into sequences, performance is still fragmented
Procedural Knowledge
task or skill is mastered and performance is automatic
Kolb Experiential Learning Cycle
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
Concrete Experience in Kolb Experiential Learning Cycle
new experience or situation is encountered, or a reinterpretation of existing experience
Reflective Observation of the New Experience in Kolb Experiential Learning Cycle
any inconsistencies between experience and understanding
Abstract Conceptualization in Kolb Experiential Learning Cycle
reflection gives rise to a new idea, or a modification of an existing abstract concept (person has learned from their experience)
Active Experimentation in Kolb Experiential Learning Cycle
learner applies their idea(s) to the world around them to see what happens
Converging Learning Style
abstract conceptualization and active experimentation (thinking and doing)
Diverging Learning Style
concrete experience and reflective observation (feeling and watching)
Assimilating Learning Style
abstract conceptualization and reflective observation (thinking and watching)
Accommodating Learning Style
concrete experience and active experimentation (feeling and doing)
Learning Organization Definition
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
Characteristics of a Learning Organization
systems thinking. personal mastery, mental models, building shared vision, and team learning
Explicit Knowledge
tangible assets that you can buy/trade (ie patents, copyrights) - things that can be written and/or documented
Tacit Knowledge
valuable wisdom learned from experience and insight that has been defined as intuition, know how, little tricks, judgement
Intellectual Capital
intangible asset provided to an org by its employees’ efforts and also from its knowledge assets (results of human innovation and thought)
Human Capital
employees’ knowledge skills and abilities (KSA)s
Renewal Capital
company’s intellectual property
Structural Capital
formal systems and informal relationships that allow employees to communicate, solve problems, and make decisions
Relationship Capital
an organizations’ relationships with suppliers, customers, and competitors that influence how it does business
Customer Capital
value of an organizations’ relationships with its customers
Types of Knowledge Acquisition
environmental scanning, formal learning, informal learning, communities of practice
Knowledge Interpretation
mental models deeply engrained assumptions, generalizations or images that influence how individuals understand the world and how to take action
Knowledge Dissemination
moving ideas and communicating knowledge to target audiences so it may lead to change
Knowledge Retention
knowledge repositories that are inventories of knowledge that orgs compile and store, which can be easily retrieved
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
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)
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)
Training Transfer
ability of the participant to apply the learning outside fo the classroom
Far Transfer
training can be effectively applied to new and different situations
Horiztonal Transfer
training can be effectively applied to different settings
Vertical Transfer
training is applied and organization performance improves
Transfer Climate
degree to which the work environment enables a learned to apply the training
Return on Investment (ROI) Definition
compares cost of training program relative to the benefits
Return on Investment (ROI) Formula
(Program Benefits - Cost of Program)/Cost of Program x 100
Data Collection Designs
the manner in which the data is collected, organized and analyzed
Data Collection Design Types
Non-Experimental Designs, Experimental and Quasi Experimental Designs
Types of Non-Experimental Designs
Single group post-only design, Single group pre-post design, time series design
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
Off-the-Job Instructional Methods
lecture, discussion, audio-visual methods, case study, case incident, role play, games, simulations
On-the-Job Training
trainees receive instruction and training at their work station from a supervisor or experienced coworker
Mentoring
a member of an org takes an interest in the career of another member - mentor provides coaching and counselling to a junior employee
Coaching
involves one-on-one, individualized training to help another develop their insights and techniques pertinent to the accomplishment of their job
