Talent Development Exam 2

Andragogy

The theory of adult learning

Pedagogy

The science of teaching

Andragogy focuses more on

The want to know why people are learning something

It focuses on achieving goals and problem solving

It is desired to be self-directed

Brings life experiences

Pedagogy focuses more on

Instructors have the majority of responsibility and decision making

Learners are passive recipients with little experience 

Adult learning principles

make it problem centered

focus on immediate application 

build on learner experience

collaborative process with choice

What is an experience reason for the adult learning principles

it builds on existing knowledge

What is a self-concept reason for the adult learning principles

gives learners responsibility and choice

What is a readiness reason for the adult learning principles

should be immediately relevant

What is a problem orientation reason for the adult learning principles

it is centered around the issue

What is an motivation reason for the adult learning principles

it is intrinsic

what are the different levels of Blooms Taxonomy 

create

evaluate

analyze 

apply

understand 

remember 

create in Blooms Taxonomy

Combining parts to make a new whole

evaluate in Blooms Taxonomy

Judging the value of information or ideas

analyze in Blooms Taxonomy

Breaking down information into component parts

apply in Blooms Taxonomy

Applying the facts, rules, concepts, and ideas

understand in Blooms Taxonomy

Understanding what the facts mean

remember in Blooms Taxonomy

Recognizing and recalling facts

What you be able to do by the end of the training for Blooms Taxonomy Create

Design, build, develop, generate

What you be able to do by the end of the training for Blooms Taxonomy Evaluate

Judge, critique, support, weigh

What you be able to do by the end of the training for Blooms Taxonomy Analyze

Differentiate, compare/contrast, relate

What you be able to do by the end of the training for Blooms Taxonomy Apply

Demonstrate, solve, use, implement

What you be able to do by the end of the training for Blooms Taxonomy Understand

Describe, explain, recognize

What you be able to do by the end of the training for Blooms Taxonomy Remember

List, define, identify, name

Information Processing Theory

Learning is the process of encoding, storage and retrieval of information

Sensory Memory

Unattended information is lost

Short Term Memory

Unrehearsed information is lost

Long Term Memory

Some information may be lost overtime

4 Results

Did the training have an impact on performance and key metrics we care about?

3 Behavior

 Did the training change behavior? Are participants applying what they learned?

2 Learning

Was information absorbed during training?

1 Reaction

Did participants enjoy training? (most basic)

What are the training evolutions that come along with any training

History Effect

Maturation Effect

Selection Effect 

History effect

Could something else going on in the environment explain the outcome?

Maturation Effect

Could trainees just be getting better with time/practice?

Selection Effect

Could the group selected for training not be a different representative of all employees?

Pretraining

everyone is ready for session

Postraining

followup, making sure people bring what they learned to the job/reflection

Rows

Keeps focus towards front, lecture format

Circle

Egalitarian, good for discussion

Horseshoe

Oriented to trainer but see each other; compromise

Pods

Sets up group work

Onsite

On the job, internal workshop — High fidelity, generally less money overall, organizations specific

Offsite

Course, conference, external workshop

Other training experiences could be

Corporate University, Apprenticeship, Internship

Near Transfer

Teach you something in training and you are able to see how it will connect and help you in your job

Far Transfer

Teach you something in training but it is very different when it comes to your job and it's hard to see how it connects to your job

Lectures Pros & Cons

not the most active/experience but can help share just basic info through a video

On the Job Pros & Cons

most realistic but not making sure its not super formal

Apprenticeship Pros & Cons

Learning how to do a job by following someone else that does that job: doing simulation

LMS

Place to host training, Learning Management system

MOOCs

linkedIN learning

Social media

connecting with people that can help you learn

AR/VR

wear virtual reality to do trainings

What are other training opportunities for learners

Hands on, team training, digital learning, presentation based

On the Job Training

Demonstrate (explain), practice, feedback

Guiding principles for On the Job Training

• Break the job down into smaller steps

• Tell the trainee the objective

• Point out key points as you demonstrate

• Practice time with correction/praise