Week 8 - Orientation and Career Development Flashcards
What are the main purposes of L & D?
Expedite acquisition of the knowledge, skills, and abilities required for effective job
performance.
• Provide employees with career growth opportunities consistent with organizational
goals, objectives, and strategies.
what are Knowles 5 Assumptions of Adult Learning (Andragogy)?
- Self Concept
- Adult Learner Experience
- Readiness to Learn
- Orientation to Learning
- Motivation to Learn
Self Concept is
shift from dependent human being to self-directed
Adult Learner Experience
as a person matures, the believe they accumulate a wealth of knowledge/experiences that increases resource for learning
Readiness to Learn
readiness to learn is oriented toward the developmental tasks of his/her social roles
Orientation to learning
shift from subject-centredness to problem centredness
Motivation to learn
as a person matures the motivation to learn is INTERNAL
Multiple Intelligence Theory (Howard Garner) has how many intelligences?
Eight
The EIGHT MI are?
8 types of smart (Visual) Picture Musical Body (Kinesthetic) Interpersonal Verbal Linguistic Logical / Mathematical Naturalistic Intrapersonal
a longer-term process that focuses on
helping new employees become a part of the
organization, building crucial relationships, understanding their role and learning how they add value is
ONBOARDING
Training program used to ensure that the
new employee has the basic knowledge required to
perform the job satisfactorily is
ORIENTATION
The 10 - 20 - 60 stands for
10% Education based
20% Relationship based
60% Experience based
Examples and purpose of education based (10%) portion
training / workshops / videos / reading
purpose: knowledge transfer and awareness
and culture setting
Examples and purpose of Relationship based (20%) portion
role modeling, feedback / coaching
purpose: copy a skill / behaviour
- coaching, 360 degree feedback
mentoring
Example and purpose of Experience based (60%) portion
development in role, full job change
Learners forget ___ % of what is learned after a 1 hour training event
58%
what does “ADDIE” stand for in the ADDIE model
- Analysis
- Design
- Development
- Implementation
- Evaluation
ADDIE Model
Needs, requirements, tasks, participants current capabilities
Analysis
ADDIE Model:
Learning objectives, delivery format, activities and exercises
Design
ADDIE Model:
Create, Develop course material, review, pilot session
Development
ADDIE Model:
training implementation, tools in place, observation
Implementation
ADDIE Model:
Awareness, Behaviour, Results
Evaluate
3 Main REPRESENTATIONAL SYSTEMS ( Learning Styles)
- Visual
- Auditory
- Kinesthetic
Characteristics of Visual Learning Styles
Memorize by seeing pictures
• Have trouble remembering verbal instructions
• Tend to stand up straight, breathe from the top of the chest
• Prefer to stand back so they can see you
• Interested in whether things ‘look good’
• Tend to move, think and talk faster
• Likes to take notes using pictures and drawings
these traits fall under this learning style:
Learn by listening
• Can repeat things back to you easily
• Breathe from middle of chest
• Tone of voice very important
• Interested in whether things ‘sound right’
• Like to be close enough to hear you
Auditory
these traits fall under this learning style:
Uses 5 senses when communicating
• Like to learn by doing / experiencing
• 45 min work – 15 min break
• Respond to physical rewards and touch
• Memorise by doing or walking through things
• Interested in whether things ‘feel right’
• Like to be close enough to touch you
Kinesthetic
The Definition of Learning Transfer is
The effective and continuing
application, by trainees to their jobs, of
the knowledge and skills gained in
training - both on and off the job
Broad & Newstrom Model - Responsibilities
outlines the before during and after responsibilities of the trainer, manager and participant
Successful learning can include
Create a process, not an event ▪ Make it aligned with Adult Learning Theory ▪ Make it trendy: ✓ Blended learning ✓ Social learning ✓ Participant autonomy
The KIRKPATRICK Model is used to
Evaluate Learning
4 levels of kirkpatrick’s model
- Reaction
- Learning
- Behaviour
- Results
Level 1: Reaction
How do the participants feel about the learning experience
Level 2: Learning
Evaluating the learning before and after to see how effective it is
Level 3: Behaviour
behaviour evaluation - how has the training been applied on the job
Level 4: Reslts
results evaluation is how the training has impacted the business or environment
the deliberate process through which someone
becomes aware of personal skills, interests,
knowledge, motivations, and other characteristics;
acquires information about opportunities and
choices; identifies career-related goals; and
establishes action plans to attain specific goals
Career Planning
Career Development Responsibilities fall on 3 groups
The Individual, The Manager, the Company
Accept responsibility
Requires: Selfmotivation,
independent
learning, selfpromotion,
networking
the Individual’s responsibilities for Career Development
Provide feedback,
offer support,
coach/mentor
The Manager’s responsibilities for Career Development
Provide training &
development
opportunities, offer
career options
The Company’s responsibilities for Career Development
