Learning & Development Flashcards
HR’s Role in L&D
Ensure alignment of learning and development activity with strategic goals.
Gather input from stakeholders.
Use workforce analytics to guide development
Scan internal and external environment to identify critical learning needs and opportunities
Learning Organization
A learning organization adapts quickly to changes in the environment by altering organizational behavior. It provides the environment for L&D
Global L&D
Cross-cultural awareness International assignment preparation Global team building Managing virtual teams Issues related to laws, ethics, and organizational values
Adult Learning
Self-Directed Have experience Ready to learn More problem-focused Internally motivated to learn Willing to "unlearn to learn"
Obstacles to Learning
Low tolerance for change Lack of trust Peer group pressure Bad previous experience Lack of organizational commitment
Visual Learners
Learn from seeing
Associate information with images
Kinesthetic Learners
Learn by doing it themselves
May be bored by inactivity
Auditory Learners
Learn by hearing
More sensitive to speech patterns
ADDIE Model
Analysis Design Development Implementation Evaluation
Bloom’s Taxonomy
Evaluation Synthesis Analysis Application Comprehension Knowledge
ADDIE Process- Development
Case Studies Round Robin Role Plays Structured Exercises Simulations Fishbowl Activities T-Groups
Training Delivery Tools
E-learning Learning portals LMS Webinars Mobile Virtual Social media
Kirkpatrick’s Levels of Evaluation
Level 1: Reaction
Level 2: Learning
Level 3: Behavior
Level 4: Results
Training ROI
- Isolate effects of training
- Convert effects (benefits) into monetary values
- calculate costs of training
- Compare
ROI%= (Program benefits-Total incurred costs / Total incurred costs) X 100
Roles for manager in Career Development
Coach
Appraiser
Advisor
Referral agent
Individual Development Plans
Aligned with organizational needs
Are an objective, accurate assessment
Include challenging development activities
Include coaching & feedback opportunities
Employee owned
Cultural Influences on Career Development
Power
Favoritism
External conditions (unions)
Career Development Trends
Multiple jobs & careers Greater individual responsibility Nontraditional employment Temporary, Contract and contingent work Accelerated responsibility
Leader Development
Organization’s training and professional development programs aimed at building executive/manager skills and abilities to influence and flex to different and challenging situations.
Why leaders fail
Inability to learn from mistakes Lack of interpersonal skills, openness & accountability Assumption of dominance Self-identification with organization Demand for total backing Obsession with company image Resistance to change Underestimation of major obstacles
Obstacles to Leader Development
Slowly developing crises
Suppressive effects of organizations and communities
Valuing individual performance over teamwork
potential negative publicity
Lack of global mindset
Insufficient organizational focus
Leader Development Methods
More-challenging assignments/ risk management
Problem solving in controlled environments
Hardship testing
Training
An independent luxury hotel (single location, not franchise), located in a competitive market, needs a comprehensive management and supervisory development program and employee skills training. HR is tasked with providing a solution as quickly as possible. Retail skills are critical in the workforce, since the gourmet restaurant, day spa, and shops provide critical revenue. Revenue from retail has been declining. Due to the immediacy of the training request, what is the best and first action the HR director should take?
Assess organization-wide training needs and, with management, prioritize based on ROI.
What question should the HR response team analyze first as they consider training design?
How do the learner profiles in these different operations compare?
