DES Exam 2: Ch. 6-9
70-20-10 Model
- 70 percent of a learner's development comes from job-related experiences - 20 percent of a learner's development comes from interactions with others - 10 percent of a learner's development comes from formal educational events
Three key aspects of team performance
- behavior - knowledge - attitudes
Four types of games and simulations
- branching - interactive - game-based - virtual
technology-based methods
- e-learning - blended learning - shared workspaces - chat rooms and discussion boards - webcasts/webinars - wikis - RSS feeds - MOOCs - augmented reality - podcasts - distance learning - blogs - adaptive training - artificial intelligence - mobile learning - social media - microblogs - machine learning
Steps of developing a case study
- identify a story - gather info - prepare a story outline - decide on admin issues - prepare case materials
Four of Types of Case Studies
- illustrative - explanatory - intrinsic - critical instance
Conditions necessary for adventure learning to be effective
- method aimed at developing teamwork, leadership skills, and - exercises must be related to a specific learning objective
Types of distance learning
- teleconferencing - individualized, personal computer-based training
Structure of team training
- tools - methods - strategies - team training objs - content
True or false: apprenticeships are most common for white-collar positions
F
True or false: on-the-job training is typically more passive than classroom training
F
True or false: one of the most significant advantages of on-the-job training (OJT) is that bad habits are rarely passed on
F
true or false: a case study is inappropriate for developing higher-order intellectual skills, such as analysis, synthesis, and evaluation
F
true or false: a major reason that companies adopt a learning management system (LMS) is to decentralize management of learning activities
F
true or false: a pencil and paper test is the best means for measuring skill-based outcomes
F
true or false: a sabbatical is a leave of absence from the company to renew or develop new skills; typically, these leaves are unpaid
F
true or false: according to the 2020 training industry report, 40% of companies utilize instructor-led classroom
F
true or false: by definition, mentoring cannot occur between mentors and proteges from different organizations
F
true or false: employee transfers necessarily increase job responsibilities and compensation
F
true or false: in general, repurposing is considered an advisable strategy for developing online learning
F
true or false: in reverse mentoring programs, peers mentor each other
F
true or false: it is important to conduct a return on investment analysis for nearly all training programs
F
true or false: most mentoring relationships develop formally in organizations
F
true or false: one of the benefits of augmented reality is that costs are relatively low compared to other technology-based training methods
F
true or false: online learning that merely repurposed an effective live training program will usually be ineffective
F
true or false: presentation methods are generally more effective than hands-on methods
F
true or false: teleconferencing refers to asynchronous exchange of audio and video between two or more individuals
F
true or false: the key defining characteristic of a flipped classroom is that control over the content of lectures is "flipped" from the instructor to student
F
true or false: virtual worlds are ineffective for teaching interpersonal skills, such as time management and leadership
F
true or false: with respect to maximizing the benefits of learner control, programs should allow trainees to control the amount of feedback they receive
F
True or false: according to the 70-20-10 model, approximately 20% of learning occurs through formal classroom experiences
F: 10%
How are new techs influencing training
Online is more effective than face-to-face for declarative knowledge o Online and classroom are equally effective for procedural knowledge o Learners are equally satisfied with online and classroom instruction o Online is better than classroom for long courses when there's learner control, practice, and feedback o Online and classroom are equally effective with similar methods o Trainees who benefit most are those who devote more time o Online learning is not effective for those with low self-efficacy 34
true or false: a comparison group refers to a group of employees who participate in the evaluation study but do not attend the training program
T
true or false: a potential disadvantage of a panel lecture format is that trainees who are relatively naive about a topic may have difficulty understanding important points
T
true or false: adaptive training refers to training that customizes the content presented to trainees based on their learning style, ability, personality, and/or performance
T
true or false: although development costs for technology-based training programs are high, costs for administering these programs are low
T
true or false: an action plan is a written strategy that employees use to determine how they will achieve their short and long-term career goals
T
true or false: approximately 80% of companies use Learning Management Systems (LMSs)
T
true or false: generally speaking, succession planning is relatively easy in family-owned firms compared to other types of organization
T
true or false: in a role play, trainees practice their technical skills
T
true or false: in general, large companies deliver more training online compared to small companies
T
true or false: in online training, an instructor has the capability to provide detailed feedback to trainees
T
true or false: it is generally considered best practice for role plays to be unstructured to enhance contextual learning
T
true or false: job incumbents should be included as SMEs because they tend to be the most knowledgeable about the job
T
true or false: job rotation can be used for most, if not all, types of employees
T
true or false: pilot testing refers to the process of previewing the training program with potential trainees and managers
T
true or false: skill-based outcomes can be used to evaluate both learning and transfer
T
true or false: the flipped classroom is an application of blended learning
T
true or false: the flipped classroom reverses the traditional learning arrangement by delivering instructional content online outside of the classroom and moving homework into the classroom
T
true or false: there are significant generational differences in preferences for using and realizing the potential benefits of social media tools
T
true or false: training support technologies assist in transfer of training by providing employees with information not covered in training
T
true or false: transfers and downward moves could help employees achieve long-term success with a company
T
S+W of Role Plays
Advantages: - allow trainees to practice skills - trainees are engaged Disadvantages: - trainees may not always take role playing seriously - scenarios may not be realistic
S+W of Business Games
Advantages: - can be used for training that would otherwise involve risk of accident or high cost - active involvement Disadvantages: - difficult to develop - not always realistic - trainees must be motivated
S+W of Audiovisual/Video
Advantages: - can demonstrate content that cannot be easily demonstrated live - provides consistency - useful complement to other methods Disadvantages: - creative approach may be weak - may become obsolete - passive
S+W of Apprenticeships (Learners)
Advantages: - earn pay while you learn - wages increase as skills improve - competitive job offers Disadvantages: - historically restricted access to women and minorities
S+W of Behavior Modeling
Advantages: - hands-on practice - highly effective in promoting transfer Disadvantages: - potentially time consuming to implement
S+W Action Learning
Advantages: - highly interactive and engaging - highly effective in developing the target skills and promoting transfer Disadvantages: - requires trainees with a high level of ability
S+W of Apprenticeships (Employer)
Advantages: - meet specific business needs - attract talented employees - trainees are skilled and motivated Disadvantages: - costly - potentially narrow skill
S+W of On-The-Job Training (OJT)
Advantages: - requires less time and cost than formal training - customized and offered at any time - focuses on actual job content Disadvantages: - may be inconsistent - bad habits may be passed on
S+W of Adventure Learning
Advantages: - trainees interact and build relationships - can be self-enlightening and invigorating Disadvantages: - potential physical harm - costly - not all trainees may be motivated
S+W of Case Studies
Advantages: - useful for developing intellectual skills - engaging for learners Disadvantages: - trainees must be highly motivated and have a degree of expertise - recommendations are merely hypothetical
S+W of team training
Advantages: - when properly designed, results in more effective teams Disadvantages: - potentially costly - time consuming
S+W of simulations
Advantages: Learners are emotionally engaged (even fun!) o A consistent message of what needs to be learned is provided o Learners receive feedback o Learners can work at their own pace o A variety of situations or problems can be presented to learners o Simulation accurately portrays reality, enhancing its meaningfulness o Learner put in situations that would be too dangerous in the real world o Employees can learn, make errors, and practice tasks without real-life implications (e.g., broken equipment, angry customers or employees) o Shorter training time and increased return-on-investment result Disadvantages: o High development costs o Absence of human contact o Difficulty for first-time users o May not be taken seriously by all learners 42
S+W of Augmented Reality (AR)
Advantages: o Employees can interact with experts and specialists, view live feeds, and access real-time content all while working o AR is useful for showing employees what they should do o AR supports other training methods o AR allows employees to stay updated by accessing most recent content without having to interrupt their work Disadvantages: o Companies need to invest between one and three thousand dollars for headsets or pairs of glasses o All forms of AR need a bright display, potentially limiting its application for outdoor work o Battery life can be a concern because AR uses a lot of power o Nausea and dizziness can be a problem o Employees may be reluctant to use AR because they are resistant to change or believe it could eliminate their jobs 44
S+W of MOOCs
Advantages: o Low cost, accessible, and diverse topics o Engaging short lectures combined with interaction o Emphasize application using role plays, cases, and projects o Learning is semi-synchronous o Many offer college credit and certificates of completion Disadvantages: o Participation tends to drop off after two weeks o Completion rates are low, and most students who do complete courses do not take the credential exam o May not be appropriate for courses where synchronous collaboration is needed 36
S+W of Simulations
Advantages: - highly realistic hands-on practice - allow trainees to make mistakes Disadvantages: - potentially expensive to develop - may be difficult to incorporate identical elements
S+W of Lectures
Advantages: - relatively inexpensive and efficient for large group - useful when the instructor is the main knowledge holder Disadvantages: - passive - potentially weak connection to the work environment
S+W Mobile Tech and Learning
Advantages: o It is an easy way to communicate up-to-date information to employees o It can be useful for enhancing transfer by providing follow-up o It brings training to employees who are mobile o Learners can complete training on their own time and pace o It allows employees to generate content by creating video, taking photos, or recording an interview and sharing it with others. o Using mobile devices for learning appeals to Millennials and Gen Zs Disadvantages: o Developers have to consider the device and operating systems that trainees have o Trainees may be distracted by texts, phone calls, and alerts on their devices o Trainees may be reluctant to use mobile learning if they feel they lack the skills to do so o Text and video may be difficult to see via smartphones
Uses for social media in training
Provide links to resources such as webinars, videos, and articles related to new learning content o Help determine future training needs and issues by using tagging capabilities o Reinforce and sustain learning o Use as a coaching and mentoring tool o Link learners before, during, and after a formal training event o Engage Gen Xers and Millennials o Provide content before a face-to-face learning event o Link learners and build communities of learning before, during, and after training 37
True or false: in self-directed learning, trainers do not control instruction
T
True or false: most problems in using video for training stem from the creative approach used
T
True or false: on-the-job training is considered informal because it doesn't occur as part of a formal classroom program
T
True or false: virtual reality allows simulations to become even more realistic
T
True or false: In behavior modeling, key behaviors are typically performed in a specific order.
T
True or false: New training technologies are unlikely to totally replace face-to-face instruction
T
True or false: according to the 70-20-10 model, the majority of learning should be guided by the employee as opposed to the organization
T
True or false: competency-based learning may occur through job experiences
T
How to choose a method of training
consider: o The learning outcome (which is most important) o The learning environment o Transfer of training considerations o Cost o Overall effectiveness
Explanatory Case Studies
describe events or phenomena where the results are known and not open to interpretation
Critical Case Studies
examine one or more situations to emphasize a point or test an assumption
Intrinsic Case Studies
focus on a person such as a leader, manager, or patient
attitudes
members must have favorable attitudes toward each other
Enhancing OJT
o Effectively prepare for instruction by breaking tasks down into important steps o Prepare the necessary resources and support prior to training o Show trainees how to perform the task and explain key points o Have the trainee practice small parts and then the entire task o Provide praise and constructive feedback o Have the trainee practice until accurate reproduction is achieved o Provide support materials to facilitate transfer o Evaluate the OJT
Debriefing Questions for Business Games
o How did the score of the game affect your behavior and the behavior of the team? o What did you learn from the game? o What aspects of the game remind you of situations at work? o How does the game relate to your work? o What did you learn from the game that you plan to use at work?
Illustrative Case Studies
one or two instances of an event or aconcept to provide trainees with information and clarity
teleconferencing
synchronous exchange of audio, video, and text between two or more individuals or groups at two+ locations
behavior
teams must communicate, coordinate, adapt, and complete complex tasks
knowledge
teams must have have mental models that allow them to function effectively
Interactive spreadsheet
trainees are given a set of business tools and make decisions
Branching story
trainees are presented with a story,make decisions, and progress based on decisions
virtual
trainees interact with a computerized representation of the job
game-based
trainees play a video game
distance learning
used by geographically dispersed companies to train and exchange information
