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Human Resources 7

Week 7: Learning and Development

QuestionAnswer
Definition of Stay Interviews Interviews that help managers understand why employees stay and what might cause them to leave.
Definition of Human Resource Development (HRD) A set of systematic and planned activities designed by an organisation to provide its members with the opportunities to learn necessary skills to meet current and future job demands
Difference between Training and Development Training refers to specific, generally short-term methods to transfer knowledge and skills. Development is usually a longer-term process focused on the acquisition of more complex and deeper competencies
Triggers for employee development Regulatory requirements, retention, new productions, changes in process or systems, organisational change and/or compliance requirement.
Characteristics of Learning Organisations They are committed to continuous learning and improvement, facilitates learning of all its members and transfers knowledge.
Benefits of a Learning Organisation Agility, problem solving, employee retention and knowledge can be transferred.
Barriers to becoming a Learning Organisation Insufficient buy in from employees, size of organisation, organisation's structure and its environment/culture.
James and Galbraith's 4 Learning Styles Visual learner, listener, reader and uh...doing...er
Didactic and Experiential Learning Didactic is a lecture style learning; minimal interaction. Experiential is a tutorial style learning; first-hand experience.
Honey and Mumford's Typology Activists, Reflectors, Theorists and Pragmatists.
Honey and Mumford's: Activists Learn by doing. Activities include brainstorming, problem solving and role plays.
Honey and Mumford's: Reflectors Learn by observing and reflecting. Activities include time out, coaching and/or feedback.
Honey and Mumford's: Theorists Learn through theory. They like models, background info, facts and likes to analyse. Very methodical.
Honey and Mumford's: Pragmatists Learns through practice in the real world. Activities include practical-based and things that are immediately relevant e.g. case studies.
Factors that influence learning outcomes Employee readiness, motivation, mindsets (growth vs fixed) and personal factors e.g. view on work, career and life issues.
On the job learning and off the job learning Just revise your slides. It's a table.
Measure of HRD effectiveness Reactions of participation, tests of learning accomplished, behavioural change in the workplace and hard data on productivity.
Tutorial: Induction methods Formal ‘corporate’ induction courses, manager lead induction and intelligent online/virtual systems
Created by: Kaye_7
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