Unit 7 - Learning & Development Flashcards
Training
The acquisition of KSAs to improve performance in one’s current job.
Development
The 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.
What are implications for learning design concerning adult learners?
Adults are goal directed, want to participate & have input in the training design, it needs to be relevant, draw upon their experiences, and have a desire to learn independently.
Anderson’s Adaptive Character of Thought
Anderson’s Adaptive Character of Thought is a general theory of cognition that distinguishes between three stages of learning:
- Declarative Knowledge
- Knowledge Compilation
- Procedural Knowledge
Declarative Knowledge
The learning of knowledge, facts and information.
• The learner is still resource dependent.
Knowledge Compilation
- Integrating tasks into sequences.
- Learner’s start applying knowledge
- Learner’s performance may still be fragmented.
Procedural Knowledge
- The task or skill is mastered.
* Performance is automatic
Kolbs Learning Styles
Includes a four-stage cycle of learning and four separate learning styles, which is concerned with the learner’s internal cognitive processes.
List & briefly describe the 4 stages in Kolb’s Experiential Learning Cycle
- Concrete Experience - a new experience or situation is encountered, or a reinterpretation of existing experience.
- Reflective Observation of the New Experience - of particular importance are any inconsistencies between experience and understanding.
- Abstract Conceptualization reflection gives rise to a new idea, or a modification of an existing abstract concept (the person has learned from their experience).
- Active Experimentation - the learner applies their idea(s) to the world around them to see what happens.
List & briefly describe Kolb’s 4 learning styles
- Accomodating (feel & do)
- Converging (think & do)
- Diverging (feel & watch)
- Assimilating (think & watch)
Kolb’s Learning Style - Diverging
Concrete Experience & Reflective Observation (feel & watch). Great at brainstorming & gathering information. They are interested in people, tend to be imaginative and emotional, and tend to be strong in the arts.
Kolb’s Learning Style - Converging
Abstract conceptualization & active experimentation (doing & thinking). Use their learning to find practical uses for ideas and theories. They prefer technical tasks, and are less concerned with people and interpersonal aspects.
Kolb’s Learning Style - Assimilating
Abstract conceptualization and reflective observation (watching & thinking). Require good clear explanation rather than a practical opportunity. They excel at understanding wide-ranging information and organizing it in a clear, logical format.
Kolb’s Learning Style - Accomodating
Concrete experience and active experimentation (feeling & doing). ‘Hands-on,’ and relies on intuition rather than logic. Use other people’s analysis, and prefer to take a practical, experiential approach.
Explicit Knowledge
- Tangible assets that you can buy or trade, such as patents or copyrights, and other forms of intellectual property.
- Can be written and documented
Tacit Knowledge
Valuable wisdom learned from experience and insight that has been defined as intuition, know how, little tricks, and judgment. Insights & judgement typically acquired through experience.
Intellectual Capital
The term used to describe the intangible assets provided to an organization by its employees’ efforts and also from its knowledge assets, such as patents, trademarks, copyrights, and other results of human innovation and thought.
What are the 4 types of Intellectual Capital?
Human Capital
Renewal Capital
Structural Capital
Relationship Capital
Human Capital
Employees’ knowledge, skills, and abilities (KSAs).
Renewal Capital
A company’s intellectual property. Includes patents, licenses, copyrights, product and services.
Structural Capital
The formal systems and informal relationships that allow employees to communicate, solve problems, and make decisions. Includes policies & procedures.
Relationship Capital
An organization’s relationships with suppliers, customers, and competitors that influence how it does business.
Customer Capital
The value of an organization’s relationships with its customers. It’s about understanding why people buy and how they make purchasing decisions.
What are the 4 types of knowledge acquisition
Environmental Scanning
Formal Learning
Informal Learning
Communities of Practice
Communities of practice
Group of ee’s who share a common interest & meet regularly to brainstorm, solve problems, and share info to foster continuous learning and improvement.
What are the 5 stages in the ADDIE model
Analyze Design Develop Implement Evaluate
What are the 3 stages in Instructional Systems Design (ISD)
Needs Analysis
Training Design & Delivery
Evaluation
What is the first step in designing a leadership program?
Conduct an org analysis
- Needs Analysis Phase (ADDIE & ISD)
Identifies the learning need, solutions to the performance gap, type of training required, learning objectives, and criteria for evaluation.
Includes an org, task, and person analysis.
Needs Analysis - Organization Analysis
Organization analysis assesses strategy, priorities,
environment, training transfer culture.
Needs Analysis - Task Analysis
Task analysis assesses the job requirements.
- Design Phase (ADDIE)
The design phase deals with training objectives, content, methods of delivery, and learning principles.
Determine at this stage whether training should be developed in-house or seek an outside provider.
- Development Phase (ADDIE)
Designers make use of the data collected from the two previous stages, and use this information to create a program that will relay what needs to be taught to participants.
- Implementation Phase (ADDIE & ISD)
Create a lesson plan that includes all pertinent information required to run the training. It’s essentially a facilitator binder with course requirements (e.g., seating arrangements, materials)
Training Transfer
The ability of the participant to apply the learning outside of the classroom.
Positive Transfer
Training is applied and employee performance improves
Zero Transfer
Training is not applied and employee performance does not change
Negative Transfer
Training is applied and employee performance worsens
Far Transfer
Training can be effectively applied to new and different situations.
Horizontal Transfer
Training can be effectively applied to different settings. E.g., move to a different dept & successfully apply learnings there.
Vertical Transfer
Training is applied and organization performance improves. E.g., New customer services skills applied on the job result in an increase in sales
Transfer Climate
Is the degree to which the work environment enables a learner to apply the training.
- Evaluation Phase (ISD & ADDIE)
Includes summative and formative evaluation. Takes into account the four levels of Kirkpatrick’s Evaluation Model measure.
Summative Evaluation
Monitor educational outcomes, often for purposes of external accountability. Assesses the program’s worthiness or impact to performance performance, and ROI. Happens after the training is concluded.
Most difficult to perform.
Formative Evaluation
Qualitative in nature (rather than scores). Assesses the quality of materials and program design. This evaluation takes place before or during a training to improve its design & performance.
Should be used to assess the clarity and relevance of a workshop’s content.
What are the four levels of Kirkpatrick’s Evaluation Model measure.
- Reaction
- Learning
- Behaviour
- Results
Kirkpatrick - Reaction
What they thought and felt about the training.
- ‘Smile sheets’, feedback forms.
- Verbal reaction, post post-training surveys or questionnaires.
Kirkpatrick - Learning
The measurement of the increase in knowledge – before and after.
- Typically assessments or tests before and after the training.
- Interviews or observations can also be used.
Kirkpatrick - Behavior
Extent to which the learning is applied once back on the job – implementation.
Observation and interviews over time are required to assess change, relevance of the change, and the sustainability of the change (longitudinal)
E.g., After attending a project management course, Bob’s project management skills were measured over a 2-month period.
Kirkpatrick - Results
The effects on the business or environment resulting from the trainee’s performance.
Measures are already in place via normal management systems and reporting; the challenge is to relate results to the trainee.
Return on Investment
- A comparison of the cost of a training program relative to its benefits.
- This involves dividing the net benefit by the cost of the training program.
ROI = Program Benefits – Cost of Program/ Cost of Program X 100
Data Collection Designs
The manner in which the data is collected, organized and
analyzed.
All data collection designs compare the trained person to something such as other learners or employees in other departments or to the person’s pre-training knowledge.
Data Collection Design - Non-experimental Designs
Single group that is NOT compared against a control group.
• The single group post post-only design
• The single group pre pre-post design
• The time series design (involve several assessments
at different stages of the training)
Data Collection Design - Experimental Designs
A trained group is compared against another group that did not receive the training. Assignment to groups is random.
- The single group design with control group
- The pre pre-post design with control group
- The time time-series design with comparison group
Data Collection Design - Quasi Experimental Designs
Same as experimental except that assignment to a group is NOT random.
Mentoring
The method in which a member of an organization takes an interest in the career of another member.
The mentor provides coaching and counseling to a junior employee (the protégé). The focus is on the career development of “junior” employees.
Coaching
Coaching involves one on one, individualized learning. A more experienced and knowledgeable person is formally called upon to help another person develop their insights and techniques pertinent to the accomplishment of their job.
Vestibule Training
A form of training in which new employees learn the job in a setting that approximates as closely as is practicable to the actual working environment. An example is the training of airline pilots in a simulated cockpit.
Post-workshop assessment questions are created during what phase of the instructional systems design model of training and development?
Development
What are key components of a training objective?
Criterion
Condition
Performance
COMA Model
A training evaluation model that examines knowledge transfer, transfer of learning, participant motivation to learn, and participant confidence in using the new skills
- Cognitive
- Organizational Environment
- Motivation
- Attitudes
