Unit 7 - Learning & Development

Question 1

Training

Answer 1

The acquisition of KSAs to improve performance in one’s current job.

Question 2

Development

Answer 2

The acquisition of KSAs required to perform future job responsibilities and for the long term achievement of individual career goals and organizational objectives.

Question 3

Andragogy

Answer 3

Adult oriented approach to learning and development.

Question 4

Pedagogy

Answer 4

Traditional approach to learning and development used to educate children.

Question 5

What are implications for learning design concerning adult learners?

Answer 5

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.

Question 6

Anderson’s Adaptive Character of Thought

Answer 6

Anderson’s Adaptive Character of Thought is a general theory of cognition that distinguishes between three stages of learning:

1. Declarative Knowledge
2. Knowledge Compilation
3. Procedural Knowledge

Question 7

Declarative Knowledge

Answer 7

The learning of knowledge, facts and information.

• The learner is still resource dependent.

Question 8

Knowledge Compilation

Answer 8

• Integrating tasks into sequences.
• Learner’s start applying knowledge
• Learner’s performance may still be fragmented.

Question 9

Procedural Knowledge

Answer 9

• The task or skill is mastered.

* Performance is automatic

Question 10

Kolbs Learning Styles

Answer 10

Includes a four-stage cycle of learning and four separate learning styles, which is concerned with the learner’s internal cognitive processes.

Question 11

List & briefly describe the 4 stages in Kolb’s Experiential Learning Cycle

Answer 11

1. Concrete Experience - a new experience or situation is encountered, or a reinterpretation of existing experience.
2. Reflective Observation of the New Experience - of particular importance are any inconsistencies between experience and understanding.
3. Abstract Conceptualization reflection gives rise to a new idea, or a modification of an existing abstract concept (the person has learned from their experience).
4. Active Experimentation - the learner applies their idea(s) to the world around them to see what happens.

Question 12

List & briefly describe Kolb’s 4 learning styles

Answer 12

1. Accomodating (feel & do)
2. Converging (think & do)
3. Diverging (feel & watch)
4. Assimilating (think & watch)

Question 13

Kolb’s Learning Style - Diverging

Answer 13

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.

Question 14

Kolb’s Learning Style - Converging

Answer 14

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.

Question 15

Kolb’s Learning Style - Assimilating

Answer 15

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.

Question 16

Kolb’s Learning Style - Accomodating

Answer 16

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.

Question 17

Explicit Knowledge

Answer 17

• Tangible assets that you can buy or trade, such as patents or copyrights, and other forms of intellectual property.
• Can be written and documented

Question 18

Tacit Knowledge

Answer 18

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.

Question 19

Intellectual Capital

Answer 19

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.

Question 20

What are the 4 types of Intellectual Capital?

Answer 20

Human Capital
Renewal Capital
Structural Capital
Relationship Capital

Question 21

Human Capital

Answer 21

Employees’ knowledge, skills, and abilities (KSAs).

Question 22

Renewal Capital

Answer 22

A company’s intellectual property. Includes patents, licenses, copyrights, product and services.

Question 23

Structural Capital

Answer 23

The formal systems and informal relationships that allow employees to communicate, solve problems, and make decisions. Includes policies & procedures.

Question 24

Relationship Capital

Answer 24

An organization’s relationships with suppliers, customers, and competitors that influence how it does business.

Question 25

Customer Capital

Answer 25

The value of an organization’s relationships with its customers. It's about understanding why people buy and how they make purchasing decisions.

Question 26

What are the 4 types of knowledge acquisition

Answer 26

Environmental Scanning Formal Learning Informal Learning Communities of Practice

Question 27

Communities of practice

Answer 27

Group of ee's who share a common interest & meet regularly to brainstorm, solve problems, and share info to foster continuous learning and improvement.

Question 28

What are the 5 stages in the ADDIE model

Answer 28

``` Analyze Design Develop Implement Evaluate ```

Question 29

What are the 3 stages in Instructional Systems Design (ISD)

Answer 29

Needs Analysis Training Design & Delivery Evaluation

Question 30

What is the first step in designing a leadership program?

Answer 30

Conduct an org analysis

Question 31

1. Needs Analysis Phase (ADDIE & ISD)

Answer 31

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.

Question 32

Needs Analysis - Organization Analysis

Answer 32

Organization analysis assesses strategy, priorities, | environment, training transfer culture.

Question 33

Needs Analysis - Task Analysis

Answer 33

Task analysis assesses the job requirements.

Question 34

2. Design Phase (ADDIE)

Answer 34

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.

Question 35

3. Development Phase (ADDIE)

Answer 35

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.

Question 36

4. Implementation Phase (ADDIE & ISD)

Answer 36

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)

Question 37

Training Transfer

Answer 37

The ability of the participant to apply the learning outside of the classroom.

Question 38

Positive Transfer

Answer 38

Training is applied and employee performance improves

Question 39

Zero Transfer

Answer 39

Training is not applied and employee performance does not change

Question 40

Negative Transfer

Answer 40

Training is applied and employee performance worsens

Question 41

Far Transfer

Answer 41

Training can be effectively applied to new and different situations.

Question 42

Horizontal Transfer

Answer 42

Training can be effectively applied to different settings. E.g., move to a different dept & successfully apply learnings there.

Question 43

Vertical Transfer

Answer 43

Training is applied and organization performance improves. E.g., New customer services skills applied on the job result in an increase in sales

Question 44

Transfer Climate

Answer 44

Is the degree to which the work environment enables a learner to apply the training.

Question 45

4. Evaluation Phase (ISD & ADDIE)

Answer 45

Includes summative and formative evaluation. Takes into account the four levels of Kirkpatrick’s Evaluation Model measure.

Question 46

Summative Evaluation

Answer 46

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.

Question 47

Formative Evaluation

Answer 47

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.

Question 48

What are the four levels of Kirkpatrick’s Evaluation Model measure.

Answer 48

* Reaction * Learning * Behaviour * Results

Question 49

Kirkpatrick - Reaction

Answer 49

What they thought and felt about the training. * ‘Smile sheets’, feedback forms. * Verbal reaction, post post-training surveys or questionnaires.

Question 50

Kirkpatrick - Learning

Answer 50

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.

Question 51

Kirkpatrick - Behavior

Answer 51

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.

Question 52

Kirkpatrick - Results

Answer 52

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.

Question 53

Return on Investment

Answer 53

* 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

Question 54

Data Collection Designs

Answer 54

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.

Question 55

Data Collection Design - Non-experimental Designs

Answer 55

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)

Question 56

Data Collection Design - Experimental Designs

Answer 56

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

Question 57

Data Collection Design - Quasi Experimental Designs

Answer 57

Same as experimental except that assignment to a group is NOT random.

Question 58

Mentoring

Answer 58

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.

Question 59

Coaching

Answer 59

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.

Question 60

Vestibule Training

Answer 60

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.

Question 61

Post-workshop assessment questions are created during what phase of the instructional systems design model of training and development?

Answer 61

Development

Question 62

What are key components of a training objective?

Answer 62

Criterion Condition Performance

Question 63

COMA Model

Answer 63

A training evaluation model that examines knowledge transfer, transfer of learning, participant motivation to learn, and participant confidence in using the new skills 1. Cognitive 2. Organizational Environment 3. Motivation 4. Attitudes