What is training?
Training is providing knowledge, skills, and abilities (KSAs) specific to a particular task or job
What are developmental activities?
Developmental activities prepare employees for future responsibilities while increasing capacity for performance in the current job and are broader in scope than training.
What characterizes “push” learning?
Push learning delivers content based on a training schedule, measures success by class attendance, and is generally used for required training
What characterizes “pull” learning?
Pull learning is a continuous, easily accessible process linked to acquiring the KSAs and competencies needed for the job
What is HR’s role in learning and development?
HR aligns L&D with strategic goals, gathers input from stakeholders, uses workforce analytics to guide development, and scans internal and external environments to identify critical learning needs and opportunities
What topics are part of global learning and development?
Cross-cultural awareness, international assignment preparation, global team building, managing virtual teams, and issues related to laws, ethics, and organizational values.
What is a learning organization?
A learning organization adapts quickly to environmental changes by altering organizational behavior and providing an environment that supports learning and development.
How does learning occur at individual, group, and organizational levels?
Individual: Through experience, training, and increased KSAs.
Group: Through increased skills and knowledge within teams.
Organizational: Through shared insights and knowledge that build on organizational memory
What do knowledge retention strategies consider?
What knowledge may be lost, the consequences of losing it, and actions to retain it, using both technology-based and “softer” systems
What are key characteristics of adult learners?
Adults are self-directed, use experience as a resource, are ready to learn, are more problem-focused, are internally motivated, and are willing to “unlearn to learn.”
How does learner participation relate to retention?
Retention increases as participation increases, with highest retention from immediate use and practice by doing, and lower retention from passive methods like lecture and reading
What are common obstacles to learning?
Low tolerance for change, lack of trust, peer group pressure, bad previous experiences, and lack of organizational commitment to learning.
What are the three main learning styles?
Visual: Learn best from seeing images and graphics.
Auditory: Learn best by hearing and are sensitive to speech patterns.
Kinesthetic/tactile: Learn best by doing and may be bored by inactivity
What is the ADDIE model?
A training design model with five phases: Analysis, Design, Development, Implementation, and Evaluation.
What questions are asked at the organizational, task, and individual levels in ADDIE analysis?
Organizational: Where is training needed, and what conditions affect training choices?
Task: What needs to be taught, and what must be done to do the job effectively?
Individual: Who should be trained, and what kind of training do they need?
What is Bloom’s taxonomy used for in training design?
To structure learning objectives from lower-level knowledge/recognition to higher-level application, analysis, evaluation, and creation
What are the purposes of learning objectives?
They focus the design, alert participants to what they should learn, support transfer of knowledge and skills, and provide a way to measure learning.
What are common learning activities used in ADDIE development?
Case studies, round robin, role plays, structured exercises, simulations, fishbowl activities, and T-groups
What are key elements of ADDIE implementation?
Pilot testing and revisions, instructor selection, and logistics planning (scheduling, materials, facilities, technology)
What are main purposes of ADDIE evaluation?
Determine if objectives were achieved, measure impact on individuals, identify best practices, analyze design and delivery, conduct investment analysis, gather data to influence future training, and build a database for decisions.
What is the Successive Approximation Model (SAM)?
An iterative design model that gains feedback and builds prototypes earlier than ADDIE, with phases of preparation, iterative design (starting with a “Savvy Start”), and iterative development.
What is the goal of action mapping in learning design?
To link a measurable performance goal to real-world actions and create an activity stream of practice activities with only the essential information needed to perform those actions
What are the main training delivery approaches?
Self-directed, instructor-led, experiential, and blended learning.
What characterizes self-directed learning?
Learners control pace and path, often using multimedia or mobile tools; the mix is adjusted to content and audience.
-
HR Competencies205
-
People - Strategy55
-
People - Talent66
-
People - Employee Engagement & Retention55
-
People - Learning and Development45
-
People - Total Rewards61
-
Structure of th HR Function49
-
Organizational Development25
-
Organization Workforce Management38
-
Employee & Labor Relations40
-
Technology Management56
-
Managing a Global Workforce54
-
Risk Management53
-
Corporate Social Responsibility49
-
US Employment Law & Regulations88
