Learning & Development Flashcards
Learning & Development Encompasses 3 Focuses
- Learning: acquiring new skills
- Training: providing the KSAs
- Development: preparing for future responsibilities (long term focus)
*HRs role in development? Ensure alignment of learning/development with strategic goals.
Learning Organization
Ability to adapt to changes in its environment and respond quickly to lessons of experience by altering orgz behavior.
*Learning is accomplished by the orgz as a whole
Peter Senge’s ‘The Fifth Discipline’ (5 Disciplines)
- Systems thinking: a conceptual framework that makes patterns clearer and helps one see how things interrelate and how to change them.
- Mental modes: our deeply ingrained assumptions that influence how we understand the world and how we take action.
- Personal mastery: the high level of proficiency in a subject or skill area.
- Team learning: aligning and developing the capacity of a team to create the results its members desire.
- Shared vision: a look into the future that fosters genuine committment and its shared by all who need to possess it.
Organizational Learning
Describes certain types of learning activities or processes that may occur at any one of several levels within an orgz–individual, group, or orgz.
Individual: occurs mainly through experience or self study, classes, seminars
Group: occurs through the increase in skills accomplished within groups or teams
Orgz: begins through shared insights and knowledge of individuals and groups and then builds on past orgz memory such as policies, strategies, and models
Retention of Orgz Knowledge (2 Types)
Explicit knowledge: shared through a database or taught through a learning intervention.
Tacit: personal and experience based, more challenging to quantify.
*Overall knowledge retention involves capturing knowledge in the orgz so that it can be used later.
Knowledge Based Systems (2 Types)
Technology based: can include programs or databases that employees can access. Ex: a wiki page where you can add/edit information.
Softer systems: include meetings or other activities that take place to share knowledge and help people connect w one another. Ex: post project lessons learned, job sharing, cross training, shadowing.
Learning & Development in Global Orgz include
- Cross cultural awareness
- International assignment preparation
- Global team building and managing virutal teams
- Issues realted to laws, ethics, and orgz values.
*4 T’s travel, teams, training, transfer
Understanding the Adult Learner
Andragogy is the discipline that studies how adults learn
Self-concept: moving from dependent to self directed
Experience: ppl accumulate experiences
Readiness to learn: readiness to learn becomes oriented to the developmental tasks of their social roles
Orientation to learning: change from postponed application to immediate application and from subject focused to problem focused
Motivation to learn: motivation to learn becomes increasingly internal
Unlearn to learn: often hard headed ‘entrenched’ in how they approach learning
Relationship between Learner Participation and Retention
10%-lecture 20%-reading 40%-demonstration 50%-discussion 80%-practice by doing 90%-immediate use of learning
Obstacles to Learning–5 focuses
- Low tolerance for change
- Lack of trust
- Peer group pressure
- Bad experience with previous learning programs
- Lack of orgz commitment to learning
Learning Styles (3)
- Visual Learners: learn best through seeing, PP, Videos, Flip charts
- Auditory Learners: learn best through hearing, lectures, discussion, talking things through
- Kinesthetic Learners: learn best through a hands on approach, AKA tactile learners, they want to explore the physical world
ADDIE Stands for
Analysis Design Development Implementation Evaluation
ADDIE ‘Analysis’
Data is collected to identify gaps between actual and desired orgz performance. AKA a needs analysis
Needs Analysis
Assesses and identifies developmental needs at three levels:
Orgz: idenfidies KSA EEs will need in the future (where is training needed in the orgz?)
Task: compares job requirements to EEs KSA to identify areas requiring improvement (what needs to be taught and what must be done to do the job effectively?)
Individual: focuses on individual EEs and how they perform their jobs (who should be trained and what kind of training do they need?)
ADDIE ‘Design’
Broad goals and objectives are developed and broad plans for the treatment of the content and the strategy for implementation are made.
- Providing a focus for the design
- Alerting participants to what they should know at the end
- Contributing to the process of knowledge and skill transfer
- Providing a means of measuring what was learned
Training Delivery Approaches (During Design phase)
Self-Directed Study: allows learners to progress at their own pace, its flexible
Instructor-Led: traditional, delievered by an instructor to an audience, could be classrooms or virtual classrooms
On-the-job-training (OJT): provided to EEs by manager and supervisors at the actual work site
Blended Learning: a planned approach that includes a combination of instructor led training, self directed study, and/or OTJ training. *Most effective if you have the right mix
Transfer of Learning
the effective and continuing OTJ application of the knowledge and skills gained through the training experience
ADDIE ‘Development’
Materials are created, purchased, or modified to meet the stated objectives.
