People - Learning & Development

Question 1

Learning & Development Encompasses 3 Focuses

Answer 1

1. Learning: acquiring new skills
2. Training: providing the skills
3. Development: preparing for future responsibilties
   * HRs role in development? Ensure alignment of learning/development with strategic goals.

Question 2

Learning Organization

Answer 2

Ability to adapt to changes in its environment and respond quickly to lessons of experience by altering orgz behavior.

*Learning is accomplished by the orgz as a whole

Question 3

Peter Senge’s ‘The Fifth Discipline’ (5 Disciplines)

Answer 3

1. Systems thinking: a conceptual framework that makes patterns clearer and helps one see how things interrelate and how to change them.
2. Mental modes: our deeply ingrained assumptions that influence how we understand the world and how we take action.
3. Personal mastery: the high level of proficiency in a subject or skill area.
4. Team learning: aligning and developing the capacity of a team to create the results its members desire.
5. Shared vision: a look into the future that fosters genuine committment and its shared by all who need to possess it.

Question 4

Organizational Learning

Answer 4

Describes certain types of learning activities or processes that may occur at any one of several levels within an orgz–individual, group, or orgz.

Individual: occurs mainly through experience or self study, classes, seminars

Group: occurs through the increase in skills accomplished within groups or teams

Orgz: begins through shared insights and knowledge of individuals and groups and then builds on past orgz memory such as policies, strategies, and models

Question 5

Retention of Orgz Knowledge (2 Types)

Answer 5

Explicit knowledge: shared through a database or taught through a learning intervention.

Tacit: personal and experience based, more challenging to quantify.

*Overall knowledge retention involves capturing knowledge in the orgz so that it can be used later.

Question 6

Knowledge Based Systems (2 Types)

Answer 6

Technology based: can include programs or databases that employees can access. Ex: a wiki page where you can add/edit information.

Softer systems: include meetings or other activities that take place to share knowledge and help people connect w one another. Ex: post project lessons learned, job sharing, cross training, shadowing.

Question 7

Learning & Development in Global Orgz include

Answer 7

1. Cross cultural awareness
2. International assignment preparation
3. Global team building and managing virutal teams
4. Issues realted to laws, ethics, and orgz values.

*4 T’s travel, teams, training, transfer

Question 8

Understanding the Adult Learner

Answer 8

Andragogy is the discipline that studies how adults learn

Self-concept: moving from dependent to self directed

Experience: ppl accumulate experiences

Readiness to learn: readiness to learn becomes oriented to the developmental tasks of their social roles

Orientation to learning: change from postponed application to immediate application and from subject focused to problem focused

Motivation to learn: motivation to learn becomes increasingly internal

Unlearn to learn: often hard headed ‘entrenched’ in how they approach learning

Question 9

Relationship between Learner Participation and Retention

Answer 9

10%-lecture
20%-reading
40%-demonstration
50%-discussion
80%-practice by doing
90%-immediate use of learning

Question 10

Obstacles to Learning–5 focuses

Answer 10

1. Low tolerance for change
2. Lack of trust
3. Peer group pressure
4. Bad experience with previous learning programs
5. Lack of orgz commitment to learning

Question 11

Learning Styles (3)

Answer 11

1. Visual Learners: learn best through seeing, PP, Videos, Flip charts
2. Auditory Learners: learn best through hearing, lectures, discussion, talking things through
3. Kinesthetic Learners: learn best through a hands on approach, AKA tactile learners, they want to explore the physical world

Question 12

ADDIE Stands for

Answer 12

Analysis
Design
Development
Implementation
Evaluation

Question 13

ADDIE ‘Analysis’

Answer 13

Data is collected to identify gaps between actual and desired orgz performance. AKA a needs analysis

Question 14

Needs Analysis

Answer 14

Assesses and identifies developmental needs at three levels:

Orgz: idenfidies KSA EEs will need in the future (where is training needed in the orgz?)

Task: compares job requirements to EEs KSA to identify areas requiring improvement (what needs to be taught and what must be done to do the job effectively?)

Individual: focuses on individual EEs and how they perform their jobs (who should be trained and what kind of training do they need?)

Question 15

ADDIE ‘Design’

Answer 15

Broad goals and objectives are developed and broad plans for the treatment of the content and the strategy for implementation are made.

Question 16

Training Delivery Approaches (During Design phase)

Answer 16

Self-Directed Study: allows learners to progress at their own pace, its flexible

Instructor-Led: traditional, delivered by an instructor to an audience, could be classrooms or virtual classrooms

On-the-job-training (OJT): provided to EEs by manager and supervisors at the actual work site

Blended Learning: a planned approach that includes a combination of instructor led training, self directed study, and/or OTJ training. *Most effective if you have the right mix

Question 17

Transfer of Learning

Answer 17

the effective and continuing OTJ application of the knowledge and skills gained through the training experience

Question 18

ADDIE ‘Development’

Answer 18

Materials are created, purchased, or modified to meet the stated objectives.

Question 19

Types of Learning Activities

Answer 19

Case studies: hypothetical situation
Round robin: compete to answer a ? or complete a task

Role play: act out roles
Structured exercise: complete tasks similar to job tasks
Simulations: perform a role that resembles real life
Fishbowl: people observe a group discussion
T-groups: investigate patterns of authority & communication

Question 20

Training Delivery Tools

Answer 20

1. E-learning: via electronic media
2. Learning portals: intranet site for acces to info
3. Learning Mgmt System (LMS): system that holds course content
4. Webinars: live meetings for presentations
5. Mobile Learning: learning content that can be delivered to handheld devices
6. Virutal-World Simulations: place the learner in a virtual work environment
7. Social Media: posting lectures on a site, post training support on a site

Question 21

ADDIE ‘Implementation’

Answer 21

Where the program is delivered to the target

Pilot program: offered in a controlled environment to a segment of the target audience to identify potential problems

Translation and Interpretation Material: once pilot test revisions are complete, key decisions about translation and interpretation may need to be made

Instructor Selection: a critical aspect of classroom training. Instructors can be selected on the basis of a variety of factors (training experience, SME, credibility)

Logistical Considerations: consider time zones, holidays, flexible work schedules, shifts, room availability

Question 22

ADDIE ‘Evaluation’

Answer 22

Involves measuring the effectiveness of the training, whether the program achieved its objectives, identify best practices, cost benefit ratio of training, etc.

Question 23

Kirkpatrick’s 4 Levels of Evaluation

Answer 23

Reaction: how participants felt about the program
Learning: how participants increased their KSAs
Behavior: how participants changed their behavior on the job
Results: how the program affected the orgz goals

Question 24

ROI Involves

Answer 24

1. Isolating the effects of the training
2. Converting these effects into monetary values
3. Calculating the costs of the training
4. Comparing the value of the effects to the icurred cost

ROI%= program benefits-total incurred costs/total incurred costs * 100

Question 25

Career Development

Answer 25

The process by which EEs progress through a series of stages in their careers, each of which is characterized by relatively unique issues, themes, and tasks

Question 26

Career Planning

Answer 26

The actions and activities individuals perform to give direction to their work lives are collectively referred to as career planning

Question 27

Career Management

Answer 27

The process of preparing, implementing, and monitoring an EEs career path with a primary focus on the goals and needs of the orgz

Question 28

Roles in Career Development

Answer 28

Managers and Supervisors should serve as the support linkage between the individual and the orgz Coach--listening to, clarifying, and assisting in career concerns Appraiser--giving feedback and clarifying performance standards and job responsibilities Advisor--suggesting options, making recommendations, giving advice Referral Agent--consulting with EEs on action plans and linking them to available orgz resources

Question 29

Individual Development Plan (IDP)

Answer 29

Details an EEs intentions and learning outcomes as well as the support necessary to meet the EEs tangible growth goals

Question 30

Forms of Career Development 'EE Self Assessment'

Answer 30

usually focus on a systemic process for EEs to identify their career goals and preferences

Question 31

Forms of Career Development 'Apprenticeship'

Answer 31

associated with technical skill development, trade associations, unions, employers

Question 32

Forms of Career Development 'Job Rotation, Enlargement, Enrichment'

Answer 32

Job Rotation: EE movement between different job Job Enlargement: EE is given additional, different tasks within the same job Job Enrichment: increases the depth of a job by adding related responsibilities such as planning, organizing, tracking, and completing report

Question 33

Forms of Career Development 'Projects, Committees, Team Participation'

Answer 33

involvement with special projects, committees, and task foces represents another OTJ EE development option, it builds cross cultural communication skills

Question 34

Forms of Career Development 'Internal Mobility'

Answer 34

Promotions: new and different duties of a different position Demotions: staff reductions, consolidations, reorganizations Transfers: moving an individual to a differnt position Relocations/International Assignment: significant career development Dual Career Ladder: provide a meaningful career path for professionals without requiring that they be placed in supervisory/manager positions

Question 35

Forms of Career Development 'Coaching v Mentoring'

Answer 35

coaching: one-on-one discussions between an EE and an experienced individual, they are ongoing meetings, support in mastering something to achieve extraordinary results mentoring: developmentally oriented relationship between two ppl, mentoring usually pairs a senior colleague and a junior colleague

Question 36

Forms of Career Development 'Universities/College, Continuing Education'

Answer 36

tuition reimbursement offered by orgz to support an EEs education and development

Question 37

Leadership v. Leader development

Answer 37

Leadership: ability of an individual to influence a group toward the achievement of goals and results. Leader Development: An orgz training and professional development programs targeted to assist management in developing the KSAs to deal with situations.

Question 38

Obstacles to Leader Development

Answer 38

1. slowly developing crises 2. suppressive efforts or large and complex orgz and communities 3. educational systems rewards that value individual performance over teamwork 4. negative publicity 5. lack of global mindset 6. insufficient orgz focus on leadership development

Question 39

Competencies at Different Levels in the Orgz

Answer 39

Lower level: administering and managing Middle level: leading multiple orgz units, operational planning Executive level: long range strategic planning, communicating a vision or plan, orgz wide implementation

Question 40

Assessment Tools for Leader Development

Answer 40

Inventories: 360 assessments Leadership Work Samples: Situation Judgement Tests (SJT)--problems they might encounter in a work environment Leadership Work Samples: Assessment Centers--wide range of leadership situations and problem solving exercises Emotional Intelligence: assessments designed for screening candidates for hiring

Question 41

Leader Development Strategies

Answer 41

``` More Challenging Assignments (variety of experiences) Risk Managnemt (more challenging assignment) ``` Hardship Testing (business mistakes, personal trauma) Real Life Problem Solving (real risk) Training Action Learning Leadership: apply insights immediately

Question 42

Global Considerations in Leaders Development

Answer 42

'Born' v. 'Made' perceptions Local acceptance and support Orgz culture Leadership models Localization requirements