ASSESSMENT TWO – SHORT ANSWER QUESTIONS YOU ARE TO ANSWER THE FOLLOWING QUESTIONS AS ASSESSMENT TWO FOR THIS UNIT. Create learning opportunities 1. How can learning and development specialists help workplace supervisors design and develop effective learning programs? Learning and development specialist can help supervisors administer, create and deliver training programs. They assess the needs of the employees.
The assessment process should focus on improving and reinforcing learning as well as measuring achievement. The process will help the learner see how well they are doing and what they need to do to improve Assessments should be carried out on a regular basis, which will provide an opportunity to feedback to the learner The assessment process is a systematic process where an assessment cycle will be followed until the learning has been completed. During the cycle, assessors should ensure the standardisation of assessments, which in turn, will ensure consistency, fairness and ensure the requirements of assessments are interpreted in the same way by all assessors. This can be done by standardisation meetings. The Assessment cycle: Initial Assessment: The initial assessment process allows the assessor to determine whether the learner has any previous knowledge and experience.
All of these areas have to have a detail plan in place of each area to work out to their fullest potential. Next have a plan in place for training and development actives such as increase customer service training, develop websites for training or knowledge sharing, webcasting and teleconferencing. Once the plan is in place Walgreens needs a team of trainer to implement the whole training process so that it runs smoothly. The next step would be a metrics that showed the importance of the training process. These steps could include performance improvements, reduction in customer complaints, turnover and employee satisfaction.
This is different from selection – though information gained through the selection process should be useful during the assessment. ●Initial assessment is a process, not a single event and uses a range of methods which help prospective employers and providers to find out about learners. This process helps learners to find out about themselves and their programme (what they will learn, and how). The outcomes of initial assessment help to inform the individual learning plan (ILP). In fact, it would be difficult to supply all the information needed for an ILP without carrying out a thorough initial assessment.
• Reflecting on work activities in an important way to develop knowledge, skills and practice enables us to reach our goals, achieve a better understanding of ourselves, self-awareness, strengths and weaknesses. To be able to reflect on how individuals are doing to transfer theoretical knowledge to practice. The things that I know or what I don’t know, how to achieve some goals, achievements and where I need to improve. 1.3 Describe ways to ensure that personal attitudes or beliefs do not obstruct the quality of work • The ways to ensure that personal attitudes or beliefs do not obstruct the quality of work is to find out about individual history, attitudes, beliefs, promote empathy and be professional at work, by not posing my beliefs to others as they have a right to their own beliefs. 2.
To better understand this aspect of the role of the teacher, one would have to understand the teaching and learning cycle The teaching and learning cycle The teaching and learning cycle enables training to be effective if all the stages in the cycle if followed through. Identification of needs: As a tutor, my first role in the teaching and learning cycle would be to identify learners’ needs and the needs of the organisation. It is suggested that this is carried out before teaching starts. In an ideal situation, the learner would have completed some documentation that will provide the tutor some advance information on the learner. An example of this would be in a case of a learner who requires extra support i.e.
Ashford University Employee Training – BUS 375 Dr. Barbara-Leigh Tonelli August 26, 2014 Aspects of the Transfer of Training: What is Good and What is Bad Introduction Organizations expect their employees to be willing to learn the things necessary to add more or better quality to their own individual work output for the greater good of the company. “Transfer of training refers to trainees’ effectively and continually applying what they learned in training (knowledge, skills, behaviors, cognitive strategies) to their jobs” (Noe, 2010). In this paper I will present the aspects of transfer of training and describe how important it is to productively train employees and make sure they apply their knowledge to the job. As Noe (2010)
In doing this, you can be sure that the learner in progressing as quickly as possible and really understanding what it is they are being taught. 13. A well-thought out and developed Training Need Analysis is a method for reducing the subjective element of training decision and focusing training more accurately. To conduct such an analysis, the tasks of a job must be analyzed to identify the range of skills necessary got the employee to perform their jobs in the organization. This may be done through a survey listing each skill and asking several questions about
The former includes the phenomenon of the ‘figure-ground contrast’; that is, how we perceive objects distinctly from their surroundings. This can be studied via so-called projective tests. ‘Constancy’ is also a principle of perception; that is, objects maintain perceptual stability through transformations of various types, such as alterations in size and proportion. The most systematic attempt to study the organization of perceptual phenomena is probably that of the Gestalt (‘form’, ‘figure’, or ‘holistic’) psychologists, who emphasize the role of innate patterning in visual perception, although behaviourist approaches have also been influential, notably in America. (Scott & Marshall 2009) According to the Axia college week five reading Perception and Individual Decision Making (2005) “Perception is a process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment” (¶ 8).
This essay compares these three theories and analyze how the perspectives of these learning theories influence human resource development practices in an organization and concludes by finalizing the theory out of these three that is most important at the workplace and benefits the employees. 2. OVERVIEW OF THEORIES 2.1 Self-Efficacy Self-efficacy is one's belief of having the ability to perform a particular task and accomplish desired goals. The feeling of self-efficacy plays important role in achieving the goals. According to Zimmerman, self-efficacy motivates the students and helps them take new challenges in life by consistent learning.