Learning and Development

Question 1

Training

Answer 1

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

Question 2

Development

Answer 2

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

Question 3

Andragogy

Answer 3

adult-oriented approach to learning and development

Question 4

Pedagogy

Answer 4

traditional approach to learning and development used to educate children

Question 5

Implications for Training Adults

Answer 5

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

Question 6

Anderson’s Adaptive Character of Thought (ACT Theory)

Answer 6

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

Question 7

Declarative Knowledge

Answer 7

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

Question 8

Knowledge Compilation

Answer 8

integrating tasks into sequences, performance is still fragmented

Question 9

Procedural Knowledge

Answer 9

task or skill is mastered and performance is automatic

Question 10

Kolb Experiential Learning Cycle

Answer 10

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

Question 11

Concrete Experience in Kolb Experiential Learning Cycle

Answer 11

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

Question 12

Reflective Observation of the New Experience in Kolb Experiential Learning Cycle

Answer 12

any inconsistencies between experience and understanding

Question 13

Abstract Conceptualization in Kolb Experiential Learning Cycle

Answer 13

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

Question 14

Active Experimentation in Kolb Experiential Learning Cycle

Answer 14

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

Question 15

Converging Learning Style

Answer 15

abstract conceptualization and active experimentation (thinking and doing)

Question 16

Diverging Learning Style

Answer 16

concrete experience and reflective observation (feeling and watching)

Question 17

Assimilating Learning Style

Answer 17

abstract conceptualization and reflective observation (thinking and watching)

Question 18

Accommodating Learning Style

Answer 18

concrete experience and active experimentation (feeling and doing)

Question 19

Learning Organization Definition

Answer 19

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

Question 20

Characteristics of a Learning Organization

Answer 20

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

Question 21

Explicit Knowledge

Answer 21

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

Question 22

Tacit Knowledge

Answer 22

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

Question 23

Intellectual Capital

Answer 23

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

Question 24

Human Capital

Answer 24

employees’ knowledge skills and abilities (KSA)s

Question 25

Renewal Capital

Answer 25

company’s intellectual property

Question 26

Structural Capital

Answer 26

formal systems and informal relationships that allow employees to communicate, solve problems, and make decisions

Question 27

Relationship Capital

Answer 27

an organizations’ relationships with suppliers, customers, and competitors that influence how it does business

Question 28

Customer Capital

Answer 28

value of an organizations’ relationships with its customers

Question 29

Types of Knowledge Acquisition

Answer 29

environmental scanning, formal learning, informal learning, communities of practice

Question 30

Knowledge Interpretation

Answer 30

mental models deeply engrained assumptions, generalizations or images that influence how individuals understand the world and how to take action

Question 31

Knowledge Dissemination

Answer 31

moving ideas and communicating knowledge to target audiences so it may lead to change

Question 32

Knowledge Retention

Answer 32

knowledge repositories that are inventories of knowledge that orgs compile and store, which can be easily retrieved

Question 33

ADDIE

Answer 33

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

Question 34

Instructional System Design (ISD)

Answer 34

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)

Question 35

Kirkpatricks’ Evaluation Model

Answer 35

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)

Question 36

Training Transfer

Answer 36

ability of the participant to apply the learning outside fo the classroom

Question 37

Far Transfer

Answer 37

training can be effectively applied to new and different situations

Question 38

Horiztonal Transfer

Answer 38

training can be effectively applied to different settings

Question 39

Vertical Transfer

Answer 39

training is applied and organization performance improves

Question 40

Transfer Climate

Answer 40

degree to which the work environment enables a learned to apply the training

Question 41

Return on Investment (ROI) Definition

Answer 41

compares cost of training program relative to the benefits

Question 42

Return on Investment (ROI) Formula

Answer 42

(Program Benefits - Cost of Program)/Cost of Program x 100

Question 43

Data Collection Designs

Answer 43

the manner in which the data is collected, organized and analyzed

Question 44

Data Collection Design Types

Answer 44

Non-Experimental Designs, Experimental and Quasi Experimental Designs

Question 45

Types of Non-Experimental Designs

Answer 45

Single group post-only design, Single group pre-post design, time series design

Question 46

Types of Experimental and Quasi Experimental Designs

Answer 46

single group design with control group, pre-post design with control group, time-series design with comparison group

Question 47

Off-the-Job Instructional Methods

Answer 47

lecture, discussion, audio-visual methods, case study, case incident, role play, games, simulations

Question 48

On-the-Job Training

Answer 48

trainees receive instruction and training at their work station from a supervisor or experienced coworker

Question 49

Mentoring

Answer 49

a member of an org takes an interest in the career of another member - mentor provides coaching and counselling to a junior employee

Question 50

Coaching

Answer 50

involves one-on-one, individualized training to help another develop their insights and techniques pertinent to the accomplishment of their job