Assignment #3 Learning Analysis “The Blackboard Experience” Matthew B. Miller HRD 5336: Adult Learning Fall 2010 Dr. Andrea Ellinger Introduction For the past ten years‚ I have been involved in the development of Navarro College’s online program. When I arrived at Navarro College in the fall of 2000‚ we had approximately twelve online course sections‚ with just a little over 100 students. At the time‚ Navarro College had a total enrollment of approximately 3
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Iceberg Model The Iceberg Model has been used in systems thinking. It explains that an iceberg only exposes 10% of its mass above water while 90% of its mass is hidden below the surface. Similarly‚ an individual competence is analogous to an Iceberg Model because there are both observable and hidden components. (Refer to Illustration 1) The observable components would be the individual’s knowledge and skills while the hidden components include values‚ self-image and motives. (Refer to Illustration
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How can Human Resource Development address Performance Appraisal Bias? by Jerry Lane Silmon A Research Paper Presented in Partial Fulfillment of the Requirements for Human Resource Development Texas A & M University MAY 2010 © 2010 BY JERRY LANE SILMON ALL RIGHTS RESERVED TABLE OF CONTENTS How can Human Resource Development address Performance Appraisal Bias? 1 Integrity of the System 1 Leadership 2 Feedback and Communication 3 Forced Ranking 4 Values 6 Clear Goals and Objectives
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HRD for Blue collar workers in the new context: India has inherited a system of education‚ which generates an aspiration for a white-collar occupation. However‚ to tap the industrial boom & make best possible use of the economic opportunity a Multi-Collar Workforce is required in India. Here we will mainly focus on blue collar work force. The other three types of work force will be very briefly discussed. The other three types of work force are – • White-collar workforce: This includes salaried
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As David Mankin mentioned in his book‚ “Inevitably globalization is having a huge impact on the role‚ nature‚ and purpose of HRD in organizations of all sizes and sectors across the world” (2009). Obviously‚ facing the economical globalization‚ development of technology‚ the coming of information age and lowering of trade barriers‚ as a result firms have to think of new and effective ideas to compete with other competitors. Human capital is the most special asset of a company. It is special because
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Assignment 2 Semester 1 Unique number 570259 Question 1 1.1 The steps to consider in designing and developing the training programme are as follows: Developing of training program material Formulate learning outcomes Determine / select content Sequence content Select instructional strategy Select instructional media Design lesson plan Question 1.2 Below is the comprehensive training programme for each of the key activities: Formulate the learning outcomes Outcome = end product of learning
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INTRODUCTION At the beginning of the 21st century‚ the biggest banks in the industrial world have become complex financial organizations that offer a wide variety of services to international markets and control billions of dollars in cash and assets. Supported by the latest technology‚ banks are working to identify new business niches‚ to develop customized services‚ to implement innovative strategies and to capture new market opportunities. With further globalization‚ consolidation‚ deregulation
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Impact of HRD on economy through development of workforce skills and intellectual capital Literature review: Workplace learning is rapidly changing from formalized‚ intermittent and discontinuous learning to increasingly informal‚ experimental and real time situation learning. There is a paradigm shift of HRD and workplace learning through team orientation‚ continuous learning‚ and flexible structure of organizations customizes audience and learn to adopt proactive approach‚ in fact to build a
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Free trade agreement among countries and the aid of advance technology made economic globalization becoming threats and opportunites for some organizations. Moreover‚ rapid changes and improvement in the products and services is inevitable in the competitive and demanding business arena. Many organizations know the recipe to stay competitive. However‚ only some succeeded and a few excel from the others. One of the key factors to become a successful organization is to attracting talents and investment
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Need Analysis Assignment 1) Identified Need: a) The training program is a response to a felt need within Avatal Salon. Because the receptionists and the business as a whole feel that the operations at Avatal need to improve in order to meet the needs of our clientele‚ the business needs to reestablish proper training and operation methods. The desire is to improve efficiency and accuracy‚ as the staff is currently lacking in this area. b) Instruction can only address problems
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