...Activity 1, Reflects principles of adult learning and takes account of factors (at least 2 individual and 2 environmental) that can impact on learning: Individual 1, Activity 3, Write a reflective statement relating to Activity 2 in which you consider: How you created a positive learning environment: As I used a Power Point presentation I ensured that the lights had been turned off and the blinds were closed so that the learners could clearly read my presentation. When the presentation was over I turned the lights back on so that they could read and complete my feed back with adequate lighting. I ensured that I was at facing all my learners and that the learners were facing the Smart Board. This was to ensure that when I was addressing the learners then could see and hear me clearly and vice versa. This layout also helped when feeding back or answering questions. ‘In a presentation, the main thing is that the presenter and his or her visual aids can be seen, (Truelove 2006, p147)’. ‘People should be sitting fairly close to each other, ideally in a circle. (Truelove 2006, p151)’. This also ensured that whilst observing the presentation learners were sat comfortably and facing both the Smart Board and myself, minimising the need for too much movement and disruption. ‘The discussion leader controls the discussions by asking questions that are replied to by group members directing the response to the leader. (Truelove 2006, p152)’. ‘Look at your audience from...
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...| Learning and Developing Design | Trisco Foods | | | Contents Executive Summary 3 Recommendations 3 1. Introduction 4 2. Learning Objectives 4 3. On or Off The Job Approach 5 4. On The Job Process 6 5. Off The Job Process 7 6. Program Schedule 8 Conclusion 8 Reference List 9 Appendix A Hierarchy of Need and Learning Objectives 10 Appendix B Learning Contract 11 Appendix C Session Plan Coversheet 13 Appendix D Program Schedule 16 Executive Summary Trisco Foods has a performance gap between the actual performance of syrup makers and the expectations of management to these makers. This kind of performance gap leads to a growth reduction over the last few years with the percentage of 10, which is a big organizational problem to this company. This report intends to design a learning and developing program in order to fill the gap and achieve better performance. This program will include on the job approach and off the job approach. During the design, both on the job method and off the job methods are taken into account and generate a combination to receive a better influence. It is important to evaluate the learning program and guarantee the designed program is applied to the reality, which are considered in the recommendations. Recommendations After the learning and development design program has been designed, it was designed on the basis of meeting the learning need of compliance because they do not have a good understanding...
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...We live and work in a changing world. New laws are introduced that lead to the introduction of new policies. New ideas and approaches emerge. New problems arise and new solutions are sought. The world of work is therefore a constantly moving and evolving one. What this means, then, is that, if we are not constantly learning as we go about our day-to-day business, then each day we are getting further and further out of touch with the demands of the modern working world. It can be dangerous to get into a rut whereby we continue to carry out our duties in much the same way as we have done in the past. Expectations change over time and, if we do not adapt to the new circumstances, then we will be steadily more out of tune with what is required of us. It is therefore important that we enter into a process of what is known as 'continuous professional development' (or CPD for short). CPD does not simply mean constantly going on training courses; it is much broader than this. It involves being clear about what is required of us in our job to ensure high-quality practice. It also involves making sure that we have, as far as possible, the knowledge and skills required to carry out our duties appropriately and filling any gaps in our knowledge base and skills repertoire as these become identified. In addition to the knowledge and skills, there is also the question of values. We need to make sure that our work is consistent with the value base on which it is premised. For example...
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...Sandra J. Mitchell Trident University International MAE 524 – Adult Development and Learning Module 1 – Case Dr. Jerusalem Howard Fall 2013 Andragogy Andragogy was a concept first introduced by Alexander Kapp in 1833 to describe how adults learn as opposed to children (infed.org). It however did not gain much appreciation and it was not until around the 1950’s when the term came to surface again. Andragogy was actually a study done in Europe in the 1950’s that was researching on how adults learned. The current and recognized definition of andragogy “the art and science of helping adults learn” was coined by an American theorist of adult education Malcolm Knowles in the 1970’s (Queensland 2010). Knowles recognized that adults learned differently and brought unique characteristics to the learning environment, what he referred to as “adult learning principles” (Queensland). They are as follows: * Adults are internally motivated and self-directed * Adults bring life experiences and knowledge to learning experiences * Adults are goal oriented * Adults are relevancy oriented * Adults are practical * Adult learner like to be respected With these principles in mind, one can see that adult learners require a different approach when it comes to learning. When adults return to school, it is usually because they are looking to advance their career, learn a new skill or just to learn something new. With jobs getting harder and harder to find, many look...
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...Issues in Professional Learning & Development [pic] Module code EPD 304 Being Professional Adult Education expects you to be professional in your work and expects you to maintain high standards of teaching, but how do we measure high standards of teaching. Can we expect different levels of professionalism with experience, looking at Dreyfus (1986)Benner (1984), what makes a Professional Practitioner and at what level. As a group we answered this and came up with many reasons (with some crossing over). This is shown below with title and bullet points. The Beginner • Limited experience of teaching • Limited knowledge of strategies • Can be over/under prepared • Tunnel vision • Under/over estimate time allocated to subjects • Limited practical knowledge Competent • Can organise to an acceptable level • Not a great deal of deviation • Know what to do • No added value (no enrichment) • The syllabus with nothing more than what is needed Advanced Practitioner • More willing to hand over control teaching/coaching role • Effective manager • Helping role • Monitoring the quality of practice • Organisational and work role competence • More able to look at the bigger picture Expert • Will see the need to improve • Innovative • In depth knowledge with add on’s • Analysis needs • Reflective practitioner • Shares knowledge and best practice ...
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...used my experiences in the past to understand that there is a need for the training. To understand what a good job description looks like will stand any HR professional in good stead to carry out their role to the full. The training needed to have defined goals and direction to adhere to the principles of adult learning, this was clearly communicated by setting out the objectives and adding in a hook. Throughout the training session it was important to keep up the principles of adult learning, I made sure that I thanked and sort their opinions throughout. At times this created additional key learning come to light and I felt that they complemented the training. To deliver the training in a manner that meets the adult learning principle’s is greatly important whilst sill engaging with them, the training session was delivered through a mixture of power point, hand-outs, an ice breaker and a group activity, I feel it was the most efficient way to deliver the course within the allotted time frame. The training session concluded with a group discussion with allowed the delegates s to contribute their views and experiences, this also allowed me to check that the learning objectives were met through the session. 1.2 Structure and sequence of the session It’s important to have a structure to...
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...Measures related to training and development generally allow companies as well as individual employees to benefit from increases in productivity, safety at the work place and well-being as a result of improved skills and enhanced knowledge. According to Armstrong (2001), training is defined as “planned and systematic modification of behaviour through learning events, programmes and instruction” that allows the individual achievement of skills, competencies and knowledge required for effective working. Within this definition, there are two aspects which might be seen as the most significant elements of training. At first, the fact that training is supposed to be planned and systematic needs to be highlighted. Moreover, the second aspect to be highlighted is related the objective of training, which is described as enhancement of specific work-related abilities. A simple but systematic model which captures the characteristics of training and development described above is the so called training cycle. It is characterised by displaying training not as a single and occasional event with a fixed starting and end point, but as a continuous process and an infinite circle. (Tayler, 1991) Since the 1970s and to the present the training cycle is the conventional model for organisational training and development. Originally and referring to Armstrong (2001), Donelly (1987) as well as Kenney & Reid (1986) the training cycle can be divided into four stages. As a first step in the cycle...
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...Learning disabilities and cognitive development Effects of learning disabilities on cognitive development Within our society today people are forced to realize that others learn in a variety of different methods. One aspect that many people do not take into account however is the impact of learning disabilities have on the cognitive development of an individual. According to the National Center for Learning Disabilities, there are around 2.4 million students that have diagnosed learning disabilities that are receiving special education services [ (Team, 2014) ]. This accounts for approximately 4-5% of the total number of students being taught in schools today. With such a significant amount of children in schools today with some form of learning disability, there is definitely an impact on their cognitive development as well. In order to better understand what types of cognitive developmental effects can be had on a person with a learning disability, it is first important to understand what cognitive development is. Jean Piaget developed a theory that cognitive development consisted of four key stages; sensorimotor, preoperational, concrete operational, and formal operation. Piaget proposed that a person, or child more specifically, will progress through the first three stages earlier in life, then finally coming to rest in the fourth and final stage for much of the lifespan of that individual. According to Piaget, the sensorimotor stage of cognitive development consists...
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...FACTORS THAT INFLUENCE HIGH SCHOOL STUDENT’S LEARNING AND DEVELOPMENT Reflection “Adolescence is the conjugator of childhood and adulthood” according to Louise J. Kaplan. Adolescence is a period of transition in terms of physical, cognitive and socio-emotional changes. The aspect of individuality in adolescent development is very unique to each individual, but there are some issues which they may have a similarities. There is some changes on how they will interact to the other people which it can affect to their learning and development. There are some factors that influence the learning and development of the high school learners. Family, school, peers, technology or media, and internal factor are some of these. The relationship between the family members is a major factor that influences adolescent’s learning and development. If an adolescent belongs to a family which they usually have conflicts and has poor communication skills, it will have a negative effect on his behavior. He may not be able to focus on his studies; it is hard for him to acquire knowledge when he is depressed because of family problems. Therefore it is very important to have a good relationship between the family members and has an effective parenting which parents nurture, encourage and support (clear and consistent discipline) their children to prevent these negative effects. One of the factors that influence high school students is peers or a group of people having the same age. Peers are said...
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...1. Introduction This seminar paper deals with the Learning and Development Strategy of Dashen bank vis-à-vis the best practices and best fits recommended by scholars in the field. Our assessment covers the literature review analysis on the best practices and best fits as provided by the tool kits. We have also reviewed the Dashen bank’s business as well as Human Resources Management Strategies, HR Training Policies and Procedures and the Bank’s Profiles. The paper presents the literature review in the first part and analysis of the Bank’s strategy in general and learning and development strategy in particular based on the tool kit as advised by the instructor in the second part. The final part presents conclusions and recommendations. 2. Objective The purpose of this term paper is to evaluate the human resources learning and development strategy at Dashen Bank SC against the contemporary theories and recommendations and best practices prescribed by scholars and practitioners. The evaluation mainly applied the strategic human resource management tool kits as recommended by the course instructor. 3. Limitations Since the paper deals with the strategic issues of the Bank which is a confidential document to the Organization we were constrained freely examine and discuss the paper as we wish. 4. Literature Review STRATEGIC HUMAN RESOURCE DEVELOPMENT (SHRD) involves introducing, eliminating, modifying, directing, and guiding processes in such a way that all individuals...
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...Employee Training and Career Development Constance White HRM/300 08/11/2014 Timothy Turcotte A company has a very close affiliation with the employee and trainer because it is the first line of contact. The need for training in the company grows when the company wants to hire new recruits or when they want to expand. Training also come into play when there is change is the nature of the job, a change in the method of product development or a taste in the consumer. Some company’s try to outsource their training process and when this happens problems began to arise. Most times the organization assumes that the trainer is aware of the type of training needs of the participants and their organization, and the information that they have will meet those needs. Training and development describes the formal, ongoing efforts of organizations to improve the performance and self-fulfillment of their employees through a variety of methods and programs. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced "continual learning" and other aspects of training and development as a means of promoting employee growth and acquiring a highly...
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...FDA Business and Human Resource Management Learning and Development in Practice Personal Development Plan Marc Richardson 30084655 Contents Introduction 3 Assessment of Self 3 Skills Audit 3 Swot Analysis 4 Areas of Skill Development 4 Long and Short Term Goals 5 Conclusion 5 Appendix 6 Introduction This is my personal development report and within the content of this I will show how I have identified weaknesses that I need to work on and how I can monitor the progression of improvement within these chosen areas. I will also look at how I can implement changes to my personal, academic & personal skills to help me develop them too. Assessment of Self At the start of my journey of personal development I undertook a simple ‘Assessment of Self’ task to briefly establish what and why I wanted to improve my skills. This was in the way of a few questions…..Goals, Barriers etc. (Appendix 1). I then moved on to a more in depth way of assessment through a skills audit which helped me to identify my strengths and weaknesses and what I could improve on. Skills Audit The skills audit (Appendix 2) was a process of questions around different communication...
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...E-Learning and the Changing Face of Corporate Training and Development Max Zornada As much as is critical to a manufacturing supply chain environment, e-learning is critical in a knowledge dependent supply chain environment. Larry Pereira, Motorola Internet technologies and the advent of e-learning applications in many organisations have made a fundamental difference to the way organisations deliver training and development content, activities and experiences to their employees. Some of the organisations at the forefront of deploying e-learning technologies have been global corporations and/or transaction processing intensive organisations, who typically have difficulties assembling their staff for traditional classroom based training activities, either due to logistical difficulties or because of the impact this would have on work flows and business continuity. Such organisations have developed approaches to e-learning and competency development that overcome the logistical problems of conventional training by making innovative use of e-learning. This paper examines the approaches used by several leading global, Australian and Asian organisations, including Cisco Systems, Motorola, Qantas and several others by drawing on a field study conducted by the writer during –. It attempts to identify some key emerging trends and practices in the field, and lessons that can be learnt from the experiences of organisations reviewed, for the successful deployment of e-learning strategies...
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...OF THE VALUE OF CAREER DEVELOPMENT LEARNING TO A WORK-INTEGRATED LEARNING COURSE IN EXERCISE SCIENCE What I summed this article up to is that Work-integrated Learning/ Education is defined as an educational approach that uses relevant work-based projects that form an integrated and assessed part of an academic program of study, work, placements, internships, and practicum. These programs can be described by a variety of names such as work-based learning, workplace learning, work-engaged learning, professional training, industry-based learning, engaged industry learning, career and technical education, internships, experiential education, experiential learning, vocational education and training, fieldwork education, and service learning. The article’s main point is to allow specialists working in these areas to prove their findings and share their knowledge for the benefit of colleges, work-integrated learning practitioners, and researchers. The article desires to encourage quality research and explorative critical discussion that will lead to the advancement of effective practices, development of further understanding of career development and work- integrated learning, and promotes further research. Author: Gregory Reddan/Maja Rauchle Year Article Pub.: 2012 Article Title: STUDENT PERCEPTIONS OF THE VALUE OF CAREER DEVELOPMENT LEARNING TO A WORK-INTEGRATED LEARNING COURSE IN EXERCISE SCIENCE. Publication Title: Australian Journal of Career Development Vol. 21 Issue Article...
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...Introduction Definition of Play and play types Play theories Infant development Play in a home setting and parent’s influence Adult support in play Play at an Early years Foundation setting Role of practitioners Montessori practice and principles, uniting work and play Influence on physical, social, cognitive and emotional development Conclusion TASK 2 INTRODUCTION Play is a crucial element in children’s learning and development, especially in their formative years from birth to six years of age. Play doesn’t have a set definition as such as it is so complex and there are many different play types and play theories I will cover briefly in this essay. My main aim is to explore and discuss how play affects children from infancy to and through the early years foundation setting. I will focus on how parents influence and support play and the very important role practitioners have once children start nursery. This essay will also draw on key Montessori principles and practices where work and play are unified and show how much play contributes and is vital to children’s physical, social, cognitive and emotional development. In conclusion I hope it becomes clear how play is an absolute key factor in learning and preparing children for tackling more demanding tasks in the future. TASK 3 QUOTES According to Macleod-Brudenell and Kay (2008, p207) “play underpins all development and learning for children young and old”. A child naturally wants to perform various...
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