business idea

2-IRE347-MotivationandLearning.pdf

Home >Business & Finance homework help >Economics homework help >business idea

IRE347 TRAINING & DEVELOPMENT Anny Fong M.Eng, MBA, LL.M, PMP

July 6, 2022

Agenda ¨ CIRHR Library Support ¨ Feedback & common questions from exit cards ¨ Recap from previous class ¨ Learning and motivation ¨ IKEA case ¨ Group project ¨ A look into the (near) future

CIRHR Library Support 3

Welcome Manda Vrkljan!

Questions from exit cards Content ¨ How do you build a sense of belonging? ¨ Why don’t organizations have ‘harsher’ training bonds? (e.g. have employees stay

longer than 5 years) ¨ What’s the most efficient way to train employees and lessen the skill gap? ¨ How will employees react to training – defensively or optimistically? ¨ What are some additional examples of HR policies that are centered around T&D that

are good in theory but not good in practice? ¨ Can we use the ISD and apply it to employees’ distinctive personalities? ¨ How do we maintain the reputation from the employer’s perspective? ¨ Does organizational culture impact employees’ behaviour? ¨ HR departments – what’s the difference between being a strategic partner vs. a business

partner? ¨ Are training bonds legally bound? ¨ Are there training laws in other provinces/territories?

Class logistics ¨ When will groups be created? How will we contact our group members? ¨ How will participation be graded?

Suggestions from exit cards

¨ Can you play some music in class? ¨ Keep up the Kahoot! ¨ Post slides beforehand? ¨ Breaks!

Quick recap of previous class

¨ Process and importance of T&D in an organization’s performance and success

¨ Difference between performance management, training, and development

¨ Benefits of T&D ¨ T&D context: environmental, organizational, HR

systems ¨ Instructional systems design model

First impressions of motivation and learning

¨ Kahoot!

¨ To participate, join at ¤ www.kahoot.it or Kahoot! App ¤ Enter the game PIN when it’s time

https://create.kahoot.it/share/t-d-class-2/cf00d59e-be8e-4074-b67f-be2bab5b6476

http://www.kahoot.it/

What is learning?

learn· ing /ˈlərniNG/

¨ Process of acquiring knowledge and skills ¨ Process of change in behaviour as a result

of some experience

The 70-20-10 Model

¨ Workplace learning ¤ Acquiring job-related knowledge and skills ¤ Acquired through formal training and informal

social interactions

Formal learning

Relationships and interactions

On-the-job experiences and assignments

10%

20%

70%

Formal vs. informal learning 10

Who has control? Relevance Timing

Structure Outcomes

Image Sources: The Noun Project: control by Iconstock, seo search results by Silviu Ojog, clock by Vector Portal, Structure by iconixar, outcomes by Sumit Saengthong

Learning Outcomes

Gagné's Model

Declarative knowledge

Intellectual skills

Cognitive strategies

Motor skills

Attitudes

Kraiger et al.

Cognitive - verbal knowledge, knowledge organization, cognitive strategies

Skill-based - compilation, automaticity

Affective - attitudes, motivation

Adaptive Character of Thought (ACT) Theory

Stage 1

• Declarative knowledge

• Facts, information

• Performance is resource dependent

Stage 2

• Knowledge compilation

• Integrating tasks into sequences

• Performance could be fragmented and piecemeal

Stage 3

• Procedural knowledge

• Task mastery • Performance

is automatic and habitual

¨ Learning takes place in stages ¤ Different types of learning occurs at different stages

¨ How cognitive ability and motivation impact performance depend on stage of learning

Learning Styles 13

¨ Individuals differ in how they prefer to learn and how they learn best

¨ Models of learning styles we’ll explore ¤ Kolb’s experiential learning theory ¤ Fleming’s VARK model

Kolb’s learning styles 14

¨ How an individual gathers information and processes it during learning

¨ Combination of learning modes (gather/process) results in learning style

How to learn experience

(gather)

Concrete Experiences (CE) •Have a specific experience

Abstract Conceptualization (AC) •Think about what is happening and analyze it

How to deal with experience

(process)

Active Experimenting (AE) •Involve yourself in directly in the experience

Reflective Observation (RO) •Observe and reflect on experience

Kolb’s learning styles 15

Converging AC+AE Thinking and doing Technical over social

Diverging CE+RO Feeling

and watching

Better for idea-

generation

Assimilating AC+RO Thinking

and watching

Focus on logic and

theory

Accommodating CE+AE Feeling and doing Intuition

over logic

Kolb’s learning styles – Implications 16

¨ People learn best by using all 4 styles ¨ Learning cycle – use all 4 styles in a

sequence ¨ Learning is most effective when all steps in

learning cycle are part of learning experience

Kolb’s learning styles – Criticisms 17

¨ Validity? ¤ Unclear if instrument measures what it claims

¨ Accepted as management education as a given

¨ Focuses on the individual and ignores social and other key context variables (Reynolds, 1997)

Fleming’s learning styles (VARK) 18

¨ Individual’s preferred way of gathering, organizing, and thinking about information

Visual

Auditory

Reading/writing

Kinesthetic Image Sources: The Noun Project: Eye by Heztasia, sound by icon 54, reading by KP Arts, Hand by Lars Meiertoberens

VARK – Implications 19

¨ People differ in the way they prefer to learn

¨ Motivation and success in training depends on matching training with learning style

¨ Design training programs to appeal to different learning styles

¨ Design programs with each learning mode as part of a sequence of learning experiences

IKEA case discussion

Breakout Discussion 1. What are the outcomes of the IKEA manager

training program? What do managers learn and how do they learn?

2. To what extent does the manager training program follow the ACT theory? What changes would you make (if any)?

3. What learning styles were incorporated into training? What changes would you make (if any)?

4. What are some practical challenges of implementing this training?

Summary

¨ 70-20-10 model ¨ Learning outcomes ¨ Adaptive Character of Thought (ACT) theory ¨ Learning styles

¤ Kolb’s ¤ Fleming’s VARK

Exit cards! 22

¨ Before you leave today, please fill in the exit card ¤ Instead of an ‘attendance’ sign in ¤ Opportunity to reflect on today’s class

¨ Quercus > Quizzes > Exit Card – Class 2

Looking Forward

July 11 •Needs Analysis •“Asthma Attack” case

July 13 •Training Design •Beer Store case

July 18 •On-the-job and off-the-job training

•“The altercation” case

July 20 •Technology- based training methods

Image sources: The Noun Project: Crystal ball by Sumit Saengthong, incomplete by Magicon, paint palette by Matias portages lezcano, running by DinosoftLab, tech by Wenjie