Week 8 - Orientation and Career Development Flashcards Preview

Human Resources Management Final Exam > Week 8 - Orientation and Career Development > Flashcards

Flashcards in Week 8 - Orientation and Career Development Deck (40):
1

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.

2

what are Knowles 5 Assumptions of Adult Learning (Andragogy)?

1. Self Concept
2. Adult Learner Experience
3. Readiness to Learn
4. Orientation to Learning
5. Motivation to Learn

3

Self Concept is

shift from dependent human being to self-directed

4

Adult Learner Experience

as a person matures, the believe they accumulate a wealth of knowledge/experiences that increases resource for learning

5

Readiness to Learn

readiness to learn is oriented toward the developmental tasks of his/her social roles

6

Orientation to learning

shift from subject-centredness to problem centredness

7

Motivation to learn

as a person matures the motivation to learn is INTERNAL

8

Multiple Intelligence Theory (Howard Garner) has how many intelligences?

Eight

9

The EIGHT MI are?

8 types of smart
(Visual) Picture
Musical
Body (Kinesthetic)
Interpersonal
Verbal Linguistic
Logical / Mathematical
Naturalistic
Intrapersonal

10

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

11

Training program used to ensure that the
new employee has the basic knowledge required to
perform the job satisfactorily is

ORIENTATION

12

The 10 - 20 - 60 stands for

10% Education based
20% Relationship based
60% Experience based

13

Examples and purpose of education based (10%) portion

training / workshops / videos / reading

purpose: knowledge transfer and awareness
and culture setting

14

Examples and purpose of Relationship based (20%) portion

role modeling, feedback / coaching

purpose: copy a skill / behaviour
- coaching, 360 degree feedback
mentoring

15

Example and purpose of Experience based (60%) portion

development in role, full job change

16

Learners forget ___ % of what is learned after a 1 hour training event

58%

17

what does "ADDIE" stand for in the ADDIE model

- Analysis
- Design
- Development
- Implementation
- Evaluation

18

ADDIE Model

Needs, requirements, tasks, participants current capabilities

Analysis

19

ADDIE Model:

Learning objectives, delivery format, activities and exercises

Design

20

ADDIE Model:

Create, Develop course material, review, pilot session

Development

21

ADDIE Model:

training implementation, tools in place, observation

Implementation

22

ADDIE Model:

Awareness, Behaviour, Results

Evaluate

23

3 Main REPRESENTATIONAL SYSTEMS ( Learning Styles)

1. Visual
2. Auditory
3. Kinesthetic

24

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

25

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

26

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

27

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

28

Broad & Newstrom Model - Responsibilities

outlines the before during and after responsibilities of the trainer, manager and participant

29

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

30

The KIRKPATRICK Model is used to

Evaluate Learning

31

4 levels of kirkpatrick's model

1. Reaction
2. Learning
3. Behaviour
4. Results

32

Level 1: Reaction

How do the participants feel about the learning experience

33

Level 2: Learning

Evaluating the learning before and after to see how effective it is

34

Level 3: Behaviour

behaviour evaluation - how has the training been applied on the job

35

Level 4: Reslts

results evaluation is how the training has impacted the business or environment

36

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

37

Career Development Responsibilities fall on 3 groups

The Individual, The Manager, the Company

38

Accept responsibility
Requires: Selfmotivation,

independent
learning, selfpromotion,

networking

the Individual's responsibilities for Career Development

39

Provide feedback,
offer support,
coach/mentor

The Manager's responsibilities for Career Development

40

Provide training &
development
opportunities, offer
career options

The Company's responsibilities for Career Development