Organisational Support and Analysis

Job and Position Analysis

Task and KSAOs Analysis

Person Analysis

The 1st stage of learning and development you need to analysis the organisation and the position that you are training for. For this to be successful, we need to compare the job KSAOs and repsonsibilities with the job hoilder's KSAOs. Doing this allows us to find any gaps. Discussing what gaps the job holder feel they have is also important

What are the types of learning?

What Techniques are used to facilitate learning?

The 2nd stage of learning and development looks at how to implement training strategies in order to meet the gaps found during the learning and development assessment. In order to do this properly, we need to figure our which type of learning would best match that person's way of learning: Behavioural or Cognitive. From their we can move on to what techniques can be used to facilitate learning, e.g. online learning, mentoring, coaching. The important thing to remember here is to match the technique to the person you're teaching and the things that you are teaching

Evaluation Criteria

Evaluation methods

The 3rd stage of learning and development is to assess whether the training implemented has done the important thing: has it been implemented in the workplace. There are 2 main models used to give the criteria whether the training has been effective or not: Kirkpatrick's model and Kraiger's model. The types of evaluation methods are experimental design, quasi-experimental design and time-series design.

The Uniqueness of individuals

Training Transfer

The 2 types of things that influence the success or failure of a learning and training strategy are ability and cognition & the personality of the trainees. Having a higher cognitive ability allows for a quicker understanding of job knowledge and therefore a higher job performance. It also enables metacognition. 4 out of 5 of the Big 5 Model personality traits can influence the success of the training. Training transfer is also another important factor in the success of the training. If the training cannot be transferred then what's the point? Managers can facilitate ways to encourage trainees to convey their new knowledge to the rest of the team.

Team