Chapter 6 - Learning and Development Flashcards
(78 cards)
core value functions of the HR department. The process of training provides skills and abilities, plus knowledge that is focused on a specific outcome
training and development
In this first phase, data is received and collected to identify where there may be lack of productivity or gaps in desired performance. Individually or within groups, this assessment will point the way to what specific knowledge, skills, and abilities are lacking and the need to be addressed for training and development objectives.
analyze
The initial information from the assessment phase is decided upon for course content, delivery methods, and tactics for delivery. The result is an outline of what the training design will be and the order of presentation.
design
The pencil meets the paper in this phase, and the actual training materials and coursework are created. Courses and training materials may already be available off the shelf, or a customized or modified creation may occur
development
In this phase, the training program is delivered to the trainees. A pilot training program might first occur to work out any kinks and revise certain material if needed. Participant selection and scheduling occur during this phase and the where, when, and whom to deliver occur in this phase, too.
implementation
Just as the label indicates, the end results and outcomes of the training require an evaluation—both from the participants trained and from the learning objectives measured. The evaluation phase will typically last some months after the training to measure the changes and performance indicators for sustained results.
evaluation
is a process in which HR identifies the training needs and identifies the specific training designed to help the intended trainees meet the organization’s objectives
needs assessment
the technique of breaking up content into shorter, bite-size pieces that are more manageable and easier to remember
content chunking
brief statements that define what will be expected to be learned
learning objectives
a diagram of the steps involved in a process
process-flow analysis
the process whereby people acquire skills, knowledge or capabilities to perform jobs
training
ADDIE
analysis, design, development, implementation, evaluation
concerned with the readiness to learn and its associated motivation
trainability
the study of how adults learn, and it is based on five assumptions about learning in adults as compared to children
andragogy
Their concept of self moves toward self-direction and self-sufficiency.
self-concept
They accumulate more experience that can be tucked away and accessed in learning situations.
experience
They adjust to a readiness state for learning because of the developmental requirements associated with developmental needs that correlate to the stage of life and the social roles they live (for example, parent, homeowner
readiness to learn
They shift from subject-focused to problem-focused learning that has immediate applicability.
orientation to learning
Motivation for learning comes from an internal source within rather than external.
motivation to learn
tend to benefit most from a lecture style
auditory learners
rely upon a “seeing” presentation style
visual learner
are also called tactile learners. They learn via a hands-on approach and prefer to explore the physical aspects of learning
Kinesthetic learners
graphical representation of the increase of learning (vertical axis) with experience (horizontal axis)
learning curve
simulation of a real-world problem that demands some application of skills or knowledge to resolve problems or issues
case studies
