Week 3

Question 1

What is EBHRM

Answer 1

EBHRM is evidence-based human resource management. It uses scientific evidence and business information to make HR decisions.

Question 2

Personnel management vs HRM?

Answer 2

Personnel management saw employees as a cost. This transitioned into HRM where they view employees as a resource

Question 3

What is strategic HRM?

Answer 3

Aligning HR polciies/practices with organisational strategy

Question 4

what is job analysis?

Answer 4

The process of gathering information about the tasks and responsibilities involved in a job

Question 5

What are the 3 key schools of learning?

Answer 5

1. Cognitivism
2. Behaviourism
3. Experiential learning

Question 6

What is cognitivism?

Answer 6

It focuses on the mind and how information is received, organised, stored, and recalled in the mind. It is about creating associations between different sources of information which are stored as mental schemas. Mental schemas are information storage systems.
The central idea is retention and recall of information

Question 7

What is behaviourism?

Answer 7

Focuses on observable behaviour, and bringing about learning and changes of behaviour through punishments and rewards. The core idea is that learners are sensitive to external stimuli and become conditioned to act in certain ways due to consequences.
Desirable behaviours -> rewards
Undesirable behaviours -> punishment

Question 8

Experiential learning???

Answer 8

Focuses on learning from experiences
Has a 4 stage cycle:
1. Experiencing
2. Reflection
3. Thinking - analyse the observation and evaluate options
4. Act

Question 9

What are things that can be done to enhance the 3 schools of each learning theory?

Answer 9

1. Cognitivism
   Ensure learners can activate knowledge stored in mental schemas
2. Behaviourism
   Ensure learners receive feedback/encouragement, and learning environment supports postiive behaviours
3. Experience
   Ensure learners can actively create their own experience and reflect

Question 10

What are the learning styles and the 2 dimensions?

Answer 10

Learning styles are specific ways in which people learn. It has 2 dimensions:
1. Processing continuum - looks at how people approach a problem. (Do or watch)
2. Feeling continuum - looks at how people emotionally respond to a task

Question 11

What are the 4 learning styles?

Answer 11

1. Activist - Do and Feel
2. Pragmatist - Do and Think
3. Theorist - Watch and think
4. Reflector - Watch and Feel

Question 12

is creating learning activities based on learning styles good or bad and why?

Answer 12

Bad, as people have different dominant learning styles, and focusing on one style prevents others. Further, there is little evidence that a learning style that matches learning activity creates better results

Question 13

What are the 4 instructional principles to create a learning activity?

Answer 13

1. Information - provides concepts, facts, info trainees need
2. Demonstration - shows examples
3. Practice - creates opportunities to practice
4. Feedback - provides meaningful feedback with opportunities

Question 14

What is onboarding?

Answer 14

Onboarding is the formal and informal practices to facilitate newcomer adjustments. to make them feel at home

Question 15

What is socialisation?

Answer 15

Defined as the psychological process of employees coming to think of themselves as organisational insiders. Onboarding activitie leads to socialisation

Question 16

What are 2 goals of onboarding?

Answer 16

1. Information - providing the necessary information
2. Social / Relationships - developing relationships that help newcomers.

Question 17

How is information communicated in onboarding?

Answer 17

1. First the basic information is communicated
2. Then job-specific information
3. Lastly, orientations and organisation programs to learn about the values and history of the organisation
   Things like training programs and orientations can be used

Question 18

What are benefits of effective relationships in onboarding?

Answer 18

Building strong relationships serves 2 purposes:
1. provides avenues for information - so opens information channels.
2. Ensures people belong or feel as though - so creates a support system

Question 19

What are some ways relationships can be develpoed

Answer 19

1. Team member introductions
2. Orientations with a cohort
3. Having an “on call” for the newcomer.

Question 20

what are 3 things to focus on during interactions with new hires?

Answer 20

1. Meet early and often
2. encourage new hires to be proactive
3. maintain momentum

Question 21

What is the ADDIE model?

Answer 21

ADDIE model is used to develop a training program.
1. Analyse - A needs analysis is done, which is the process of gathering and analysing data to determine the learning/development needs. Its the gap analysis between the current and desired state of needs.
2. Design - involves building a programme that meets the learners’ needs by defining an overall approach. its about overall design
3. Develop - involves constructing content and materials
4. Implement - involves delivering the program
5. Evaluate - evaluated for its effects

Question 22

What are the types of needs assessment? What can it be broken down to

Answer 22

1. Needs assessment - looks at what tasks are needed to be trained and who needs them the most. Is it necessary?
2. Task assessment - looks at what specific tasks need to be trianed.
3. Person assessment - helps identify individuals who most likely are to benefit from training
4. Organisaitonal assessment - identifies training priorities based on the company’s strategic goals and whether it has resources to support training

Question 23

What are the 4 key steps in designing a learning activity?

Answer 23

1. Formulation of learning objectives
2. Planning of assessment strategy
3. Determining levels, types, and difficulty
4. Selection of delivery method

Question 24

What are ways managers can add value to the program?

Answer 24

1. Enhance motivation
2. Frame learning opportunity
3. Demonstrate behaviourW

Question 25

What is transfer of training?

Answer 25

Using the learned knowledge, skills, and attitudes on the job.

Question 26

What are 4 methods to optimise transfer of training

Answer 26

1. Support employees - show interest in trainnig 2. Provide opportunities to practice - lack of practice is biggest obstacle to training transfer. find opportunities to practice 3. Performance feedback 4. Follow up

Question 27

What is KirkPatrick's model of training evaluation?

Answer 27

An approach used to evaluate the impact of training programs. Has 4 levels: 1. Trainee Reaction - how do trainees feel about the training 2. Trainee Learning - how does the learning affect the trainee on the job 3. Trainee Behaviour - does the trainee use what was learned 4. Results - does the training affect outcomes regarding the organisation 5??? - return on investment - provides a financial perspective by calculating monetary benefits compared to costs of program

Question 28

What are current key trends in learning and development?

Answer 28

1. Mobile learning - providing accessible, engaging, bite-sized learning 2. Social learning - learning through interactions with others 3. Adaptive learning - learning through personalised programs

Question 29

What is informal learning?

Answer 29

Learning resulting from self-reflection and feedback seeking, informal mentoring

Question 30

What is training content and the 2 types of skill?

Answer 30

Training content is the core material that is the focus. 1. Hard skills - the quantifiable technical skills 2. Soft skills - interpersonal people skills

Question 31

benefits of e-learning?

Answer 31

1. Microlearning - microlearning is where employees learn in small chunks. 2. Self-directed learning - where trainees make their own decisions about what to learn, how quickly, etc.

Question 32

What are 2 ways effectiveness of training can be influenced?

Answer 32

1. Conduct a needs assessment to inform decisions on who gets trained and what 2. Motivate employees to actively engage

Question 33

How are employees motivated?

Answer 33

Through 2 ways: 1. communication 2. Behaviour

Question 34

What are 2 ways communication can impact training outcomes?

Answer 34

1. The motivation employees have - employees are more motivated when supervisors frame it postiively 2. The approach employees take to the training. Learning orientations want to develop new skills, performance orientations want other people to see them as capable

Question 35

How does behaviours impact training outcome?

Answer 35

climate is the way employees perceive employer's policies, procedures. Learning climates support leanring

Question 36

what are the first 3 months simportant for

Answer 36

The first 3 months are critical for fostering role clarity, self-efficacy, and social acceptance

Question 37

What are debriefs

Answer 37

one-on-one conversations with trainees and make corrections in a low pressure environment

Question 38

what are after action reviews (AARS)

Answer 38

it is used to reflect on a shared experience and extract lessons that can be applied in the future

Question 39

what are job aids

Answer 39

checklists that help employees apply their training on the job

Question 40

what are knowledge repositories

Answer 40

puts individual learning about best practices into a central location, so the content can spread across

Question 41

what are communities of practice

Answer 41

Groups of people who voluntarily share expertise about a particular topic or activity