Talent Development Exam 2

uark

Andragogy

Is the desire to know why they are learning something, while being focused on achieving goals and solving problems.

Pedagogy

The instructors have the majority of responsibility and decision-making, and learners are passive recipients with little experience.

Implications for designing adult learning experiences

Making it problem-centered and how it can help them at their job, solving immediate problems while building on learner experiences.

Bloom's taxonomy

There are different levels of learning, such as remember, understand, apply, analyze, evaluate, and create.

Reinforcement theory

Anticipated rewards and punishments influence our motivation and learning.

Social learning theory

We learn by observing, imitating, and modeling from others already doing the job, so like apprenticeships, job shadowing, and on-the-job training.

Goal-setting theory

These are goals that direct energy, attention, and effort.

Information processing theory

Learning is the process of encoding, storing, and retrieving information, so sensory memory, short-term, and long-term memory.

Transfer theory

How realistic (fidelity) is the training? Think back to the plane training assignment and how they simulated a real environment

Open skills

There is no single 'right' way of completing a task, so learning the general principle will help apply the skill to many situations.

Fidelity

How similar is the training to the actual work environment, and the more similar it is, the more effective leading to greater skill transfer.

Kirkpatrick's model of training evaluation

This model of training evaluation measures the effectiveness of training programs across four levels, helping determine both the immediate and long-term value of training initiatives.

Reaction

Did the participants enjoy the training and find it relevant?

Closed skills

There is only one right way to complete a task so the training is identical to the work being done.

Learning

Was the information absorbed during the training?

Behavior

Did the training change their actions and apply what they learned?

Results

Did the training have an impact on performance and key metrics the teacher cares about?

Utilize Kirkpatrick's model to determine appropriate measures for evaluating a given training program

This model can be utilized to determine the appropriate measures by measuring participant satisfaction for reaction, pre-and post-tests for learning, on-the-job performances for behavior changes, and organizational outcomes like productivity or ROI for results.

History effect

Could something else going on in the environment explain the outcome? It could be a historical effect or something like a market push affecting this.

Maturation effect

Could trainees simply be improving with time and practice, and naturally get better?

Selection effect

Could the group selected for training not be a different representative of all employees? The best employees undergo training, and they did well, but what about everyone else?

Post-test

Provide everyone a test at the end to see how well they learned.

Pre-test/Post-test

Where is there a test to see initial skills, and then another test after to see what they know after learning the content, to see improvement or not.

Control group comparison

Selecting people to go through training and not to go to training to look at the difference in KPIs to see the effectiveness.

Experimental design

Uses random assignment and control groups to establish cause-and-effect relationships between training and outcomes.

Pre-training

What do learning need to do to prepare and get motivated?

Post-training

How are we going to encourage the transfer of skills while evaluating it? Goal setting, reflection, debriefs, follow-ups, and manager reinforcement.

On-site training

We will know what people are learning, and can save money by doing it internally, and can be unique and customized.

Off-site training

We don't have expertise and can be expensive or not specific enough.

Corporate university

An example is McDonald's Hamburger U, providing high fidelity, although it is expensive, it does provide a high level of control.

Near transfer

The idea of being taught in training and then easily being able to make a connection to the job.

Far transfer

The idea is harder to apply to the job, but is still a skill learned through training, for example, learning leadership skills in a different setting and applying it back to the workplace.

Lecture

Good for absorbing lots of info, and is a low-cost classic way of learning, but has a lower transfer rate of skills and meaningful impact.

Video

Good because it is a low-cost option accessible to everyone, and is on demand to see demonstrations or examples, but it is not interactive and can be unrealistic.

On-the-job training

Good for new employees, skill building, and cross-training, but if there is no formal structure, it will not be effective, although it is low-cost.

Apprenticeship

Good to learn the high-stakes and is immediately applicable while earning money in training, but can be time-consuming and not always guarantee a job.

Simulation

Good for when the stakes are high, while training in an immersive environment, leading to high fidelity, although it is expensive to have and update regularly.

Case study

Good for a version of a real event, gaining higher-order skills like evaluation and analysis.

Learning Management System (LMS)

This is a one-stop shop to go and learn everything and good because the business can track the activity of training being finished.

Massive Online Open Content (MOOC)

This is good because a lot of people can sign up for free courses and learn how to take certifications on their own time.

Social Media

Good because there can be a network of mentors to connect with and learn from.

AR/VR

Putting on a headset and virtually learning training simulations since it is hyper realistic, so for example, it is good for scenarios like putting out a fire.

AI

This is effective for having customized training or learning path with tons of content to help with possible roleplay situations and information.

Effective On-the-job training

This is the idea of not just showing how to do the job but actually doing the job and receiving feedback.

Pros of breaking down the job

Being able to break down the job into smaller steps, tell the trainee the objective, point out key points as they demonstrate, and practice time with correction/praise.

Analyze on-the-job training and highlight factors that maximize the effectiveness of OJT (i.e., characteristics of trainers, guiding principles)

This is the idea of not just showing how to do the job but actually doing the job and receiving feedback. Having someone good at the job will best help this, so there are no shortcuts given, and they need to be a good communicator so the trainee understands the why behind the task

Know the levels Bloom’s taxonomy how they are related

These all relate to each other because they build off each other, so one must remember and understand information before they can apply it, then once they apply it, they can analyze the content and evaluate outcomes, and then create something new.