Lecture 8: 3-P model expanded

Question 1

What is the core message of workplace curriculum (Billet)?

Answer 1

• Learning by doing
• Dual participation
• Active participation & agency
• Leaner centric
• Are they guided at work?

Question 2

The level of analysis, 3-P level and origin of workplace curriculum (Billet)?

Answer 2

• Individual
• presage (who is the learner)
• process (how can they best learn)
• anthropology

Question 3

What is the core message behind the reflective practitioner (Schön)?

Answer 3

• Learning by doing
• Going from technical rationality to professional artistry (i.e. intelligent behaviour displayed in uncertain situations)
• Creating dialogues between coach and learner, what are alternative ways to solve a problem?

Question 4

What are three types of reflection?

Answer 4

(1) Reflection-in-action: when it is happening
(2) Reflection-on-action: after it has happened, analyse and evaluate
(3) Knowing-in-action: have certain knowledge you gained from reflections to help solve other situations that arise (tacit knowledge)

Question 5

The level of analysis, 3-P level and origin of reflective practitioners (Schön)?

Answer 5

• Individual
• Process (how can they best learn and engage)
• Adult education

Question 6

What is the core message behind deliberate practice (Ericson)?

Answer 6

• Development of professional expertise of activities that are structured, goal-orientated, require effort and are not inherently enjoyable
• You can get better at something as long as you try it, have a specific goal and repeat it
• Learners motivation is important and there needs to be expert coaching

Question 7

The level of analysis, 3-P level and origin of deliberate practice (Ericson)?

Answer 7

• Individual
• Process (how to best learn)
• Presage (motivation)
• Cognitive psychology

Question 8

What are the 4 purposeful practice methods?

Answer 8

(1) Specific goal
(2) Intense focus
(3) Immediate feedback
(4) Frequent discomfort

Question 9

What is the core message behind communities of practice (Lave & Wenger)?

Answer 9

Informal social communities engaged in joint responsibilities and having shared goals to help learn. Embodies a store of knowledge.

Question 10

The level of analysis, 3-P level and origin of communities of practice (Lave & Wenger)?

Answer 10

• Organisational
• Sociocultural environment
• Anthropology

Question 11

What does the theory of situated cognition state?

Answer 11

That being part of a group already teaches you a lot no matter what else you learn from the group

Question 12

What is legitimate peripheral participation?

Answer 12

Gradually developing toward expertise by moving from doing peripheral tasks to gaining greater responsibilities

Question 13

What is the core message behind the learning organisation (Senge)?

Answer 13

• Systems thinking is needed to create a learning organisation so everyone can learn and not only the individual
• Everything in an organisation is related to each other which is why you should invest time and energy into developing and reflecting on shared vision to help collective learning.

Question 14

The level of analysis, 3-P level and origin of the learning organisation (Senge)?

Answer 14

• Organisation
• Sociocultural environment
• Business and management

Question 15

What is the core message of organisational learning (Argyris)?

Answer 15

Correcting of errors is learning

Question 16

What is the difference between single- and double-loop learning?

Answer 16

Single-loop learning (staying at the surface): correcting errors in a way that maintains the organisations current norms and assumptions and not questioning this.

Double-loop learning (getting to the core): change ideas about assumptions in order to solve incompatibilities of norms and assumptions

Question 17

What is the present situation of HRD (Han et al., 2017)?

Answer 17

(1) recognition of the diversity of learning initiatives

(2) introduction of analytics to steer/support decision making in the HR(D) field

Question 18

What are the 3 kinds of training outcomes?

Answer 18

(1) Cognitive outcomes: verbal knowledge, knowledge organisation
(2) Skill based outcomes: skill retention, compilation or automaticity
(3) Affective outcomes: self-efficacy, motivational or attitudinal construct

Question 19

What is the future of HR(D)?

Answer 19

(1) Moving from descriptive analytics to evidence based decision making (predictive)
(2) Expansion of ‘Human Capital analytics’ departments, so separate from HR
(3) Don’t just focus on data but consider the contextual analytics (e.g. rodents)

Question 20

What are challenges associated with HR(D) (Angrave et al., 2016)?

Answer 20

(1) Data quality (& quantity): not thinking the research question through and collecting irrelevant data
(2) Ethical dilemmas: collecting health related data is not allowed
(3) Lack of analytical understanding by HR
(4) Regulations: how much data you can collect
(5) Predictive analytics takes advanced analytic skills
(6) Lack of research on HR analytics
(7) Measuring the effectiveness of informal vs. formal learning

Question 21

Solutions for HR(D) challenges (Cohen et al., 2015) ?

Answer 21

(1) building analytical skills into university programs, certificates, learning by experience
(2) Establishing close collaborations in organisations