BSBLED401A SECTION 3 Answer 
SECTION 3: MONITOR AND EVALUATE WORKPLACE LEARNING
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Activity 10
1. The operations manager for Weiss Enterprises is planning to send all employees across the nine different stores to a two day course on customer service. The aim is to develop a customer centric culture across the organisation as well as provide instruction on exactly how to interact successfully with customers. How can the operations manager ensure that they gather feedback to measure the effectiveness of the training at all four of Kirkpatrick’s levels to improve future learning programs? Propose some tools and techniques that could be used. Upload your answer for assessment.
Optimum file size should be less than 7MB
2. Comment on the retrospect methodology of gathering feedback. How beneficial do you think it is in terms of building a learning culture? Would it work as effectively if not done face-to-face? Is this a tool that you could apply in the workplace (future or present)? Explain your answer in detail and upload for assessment.
Activity 11
1. Provide an example of an activity in which you might be assessed as being:
a. Unconsciously incompetent (you will need to ask a friend or colleague to help you with this as you will not be aware of activities in which you are unconsciously incompetent).
b. Consciously incompetent.
c. Consciously competent.
d. Unconsciously competent.
2. What type of additional support would you require to move from conscious incompetence to unconscious competence?
The Conscious Competence.
First, you can use it to understand the emotions you 'll experience during the learning process. This helps us stay motivated when times get tough; and it helps we manage your expectations of success, so that we don 't try to achieve too much, too soon.
It 's also useful in coaching and training situations, because it allows you to be in touch with what your people are thinking and feeling. You can then help them understand their emotions as they learn new skills,
Top of Form
Activity 10
1. The operations manager for Weiss Enterprises is planning to send all employees across the nine different stores to a two day course on customer service. The aim is to develop a customer centric culture across the organisation as well as provide instruction on exactly how to interact successfully with customers. How can the operations manager ensure that they gather feedback to measure the effectiveness of the training at all four of Kirkpatrick’s levels to improve future learning programs? Propose some tools and techniques that could be used. Upload your answer for assessment.
Optimum file size should be less than 7MB
2. Comment on the retrospect methodology of gathering feedback. How beneficial do you think it is in terms of building a learning culture? Would it work as effectively if not done face-to-face? Is this a tool that you could apply in the workplace (future or present)? Explain your answer in detail and upload for assessment.
Activity 11
1. Provide an example of an activity in which you might be assessed as being:
a. Unconsciously incompetent (you will need to ask a friend or colleague to help you with this as you will not be aware of activities in which you are unconsciously incompetent).
b. Consciously incompetent.
c. Consciously competent.
d. Unconsciously competent.
2. What type of additional support would you require to move from conscious incompetence to unconscious competence?
The Conscious Competence.
First, you can use it to understand the emotions you 'll experience during the learning process. This helps us stay motivated when times get tough; and it helps we manage your expectations of success, so that we don 't try to achieve too much, too soon.
It 's also useful in coaching and training situations, because it allows you to be in touch with what your people are thinking and feeling. You can then help them understand their emotions as they learn new skills,