Training and Development Flashcards
(20 cards)
Name the 7 future trends that impact training and development
Automation of work, greater need for digital literacy and closing the skills gap, use of new technology for training delivery and instruction, neuroscience and learning, faster training design involving key stakeholders, increased use of just-in-time learning and performance support, increased emphasis on big data to show how learning helps business
What are the 3 types of needs analysis?
Organizational analysis, person analysis, task analysis
What is automation of work?
Robots and AI will increasingly perform more work activities previously done by employees
Impact: need to identify new skill requisites and skills gap, job redefining, job retraining for employees affected by automation
Define greater need for digital literacy and closing the skills gap
Digital literacy will be required for most jobs, along with social and emotional skills and higher-level cognitive skills
Impact: organisation investing in training or partnering with other institutions to upskill or reskill workforce will be expected
Define use of new technology for training delivery and instruction
Cost of technology is decreasing, and new technological advances will influence training.
Impact: improve training delivery and instruction but will also create new challenges in adoption of new technologies.
What is Neuroscience and Learning?
Advances in neuroscience can lead to better understanding of learning, which can be used to design more effective training
Impact: design more effective training methods and techniques to improve learning
Explain faster training design involving key stakeholders
Rapid instructional design (RID) and agile design will be used to decrease time and cost of training design to better meet business needs
Impact: identify when to implement RID and agile design techniques vs. when to implement traditional training design model. More client demands for faster training design and development.
What is increased use of just-in-time learning and performance support
Just-in-time learning or embedded learning will be more prevalent through digital learning, use of social media and use of multiple training methods
Impact: employees will expect training to involve these technologies and also be delivered when needed.
What is increased emphasis on big data to show how learning helps business
Cloud computing allows more accessible learning, more data on training and development to be collected and analyzed.
Impact: expect more demand for evidence-based decisions on t&d outcomes and link to business goals and outcomes.
What is organizational analysis and its 3 factors?
Factors that affect strategic alignment of training. Determine if training is an appropriate solution to achieve strategic goals.
Organisation’s strategic goals, organisational support and current training resources
What is person analysis and its 5 factors?
Looks into factors that affects performance and learning (performance gaps). Determine who needs training and their readiness for training
Person-specific characteristics, input, output, consequences and feedback.
What is Task Analysis and its process?
Examine specific tasks involved in the job (look via data collection and job specs). Determine KSAO required for job task and what needs to be included in training.
Select job, make list of tasks performed on job, validate task list, identify knowledge, skills and techniques that are difficult to learn or trainings that are often performed with errors.
List the 7 levels of evaluation by Kirkpatrick
Level 1 - Reaction, Level 2 - Learning, Level 3 - Behaviour, Level 4 - Results, Level 5 - ROI
What are the 6 evaluation outcomes?
Learners’ reactions, learning/cognitive outcomes, behaviour and skill-based outcomes, affective outcomes, results and ROI.
What are the 3 transfer of training theories?
Theory of Identical Elements, Stimulus Generalisation Approach and Cognitive Theory of Transfer.
What is Theory of Identical Elements?
Transfer occurs when what is learnt in training is identical to job tasks. Maximised when tasks, equipment and material in training is similar to work environment. Closed skills and near transfer.
What is stimulus generalisation approach?
Transfer occurs when most important features, or general principles, are emphasised in training. Open skills and far transfer
What is Cognitive Theory of Transfer?
Transfer will likely occur when trainees are provided 1. Meaningful material that enhances chances to link what they encounter in work environment to learnt capabilities; and 2. Cognitive strategies to help code learnt capabilities into memory for easy recall. Open/closed skills, far/near transfer.
Define closed skills and open skills
Closed skills: training objectives linked to learning specific skills that are to be identically produced by trainees on the job. Involve responding to predictable situations with standardized responses
Open skills: training objectives linked to skills based on more general principles (no single correct way). Involves responding to variable situations with adaptive responses.
What is the difference between far transfer and near transfer?
Near transfer: applying learnt capabilities exactly to the situation
Far transfer: applying learnt capabilities to work environment when it is not identical to training.
