Q1. Training refers to the process of imparting specific skills. “Training need analysis” is required for effective training program. Explain in detail‚ all the three factors of Thayer and McGhee model of identify training needs. Organizational analysis determines where training emphasis should be placed within the organization and is based on the objectives of an organization. Concerning what one should do in analysing an organization‚ McGhee and Thayer (1961) suggest four steps: 1. Stating the
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From the first website about investigating learning styles I found that I learn best with visuals and interactive experience. After I took the DVC Learning Styles Inventory test‚ my results concluded that I am a visual/nonverbal‚ auditory‚ and kinesthetic learner. My visual/nonverbal learning results suggest that I write down a summary after a lecture. I will retain information much better by writing down notes rather than memorizing the lecture. As an auditory learner‚ I should read out loud
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TOPIC 4 NEEDS ASSESSMENT Overview This topic covers the needs assessment process‚ the various levels‚ approaches‚ and issues. The topic thoroughly describes organizational level analysis‚ person analysis and task analysis and what each entails. The section on person analysis breaks it down into the factors that influence individual performance and motivation‚ including basic skills‚ abilities and self-efficacy of the individual; inputs; outputs; consequences or rewards; and feedback.
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There are four styles of learning. Kinesthetic‚ visual‚ aural‚ and reading/writing. Kinesthetic takes a hands on approach and demonstration would be a good way to learn new material. Aural learns by listening or speaking. Hearing new material and then repeating it works well for this type of learner. Visual learners learn best by seeing what they are expected to learn. Making flash cards and color coding important parts of notes are good ways to visualize new information. A person who learns best
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In this paper I shall argue that we should take away the ideas of the learning paradox and learning as recollection from the Meno‚ even if we do not agree with them. The learning paradox in the Meno describes the problem that a person cannot inquire about what they know or don’t know‚ because if they know they do not need to ask and if they do not know then they do not know what to ask for. For example‚ if you are trying to discover what a person looks like‚ how can you know you’ve found them if
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start of my learning contract was very slow‚ I first attempted the learning contract prior to attending the induction day and found it difficult to ascertain what the contract was asking of me. During the induction day‚ it became clear and focused my mind on the finer details of information that needed to be included. The contract layout looks quite daunting on first viewing; I found it easier to break down into smaller sections and concentrate just on one section at a time. I need to develop my
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To be effective in analysing and evaluating strategies I will require to establish and maintain a positive learning environment (PLE) within my lessons‚ I will first establish what constitutes a PLE through my own understanding including further research. I will then go on to analyse and evaluate the strategies I will use‚ focusing on the overarching ideas of behaviour management (BM) and expectations‚ safety and assessment. I will link these to the Teachers Standards (TS) throughout. A PLE‚ echoing
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the importance of having a professional learning community also known as PLC in the school system. Having individuals that pair together for the greater good of the students can enhance the success of the students and organization. A professional learning community‚ also known as PLC‚ is a group of teachers that share their expertise‚ meets regularly‚ and collaborate to improve the academic performance of students and teaching skills. The essence of a learning community is to focus solely on the
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Pepsi’s Needs Assessment Paper November 27‚ 2011 By: Krystal M. Jackson HR 592 Professor: Bill Carnes Introduction Every organization at some point must design a training and development program to make sure that the managers and employees get the skills that it would take to perform their job. In order to design a training and development program‚ the organization must conduct a need assessment. “Need assessment is the process used to determine if training is necessary; it also
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The Transformational Learning Hypothesis initially created by Jack Mezirow is depicted as being "constructivist‚ an introduction which holds that the way students translate and reinterpret their sense encounter is‚ fundamental to making meaning and subsequently learning" (Mezirow‚ 1991). The hypothesis has two fundamental sorts of learning: instrumental and communitive learning. Instrumental learning centres around learning through assignment arranged critical thinking and cause and effect of relationships
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