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HRCI - Learning and Development - Coggle Diagram
HRCI - Learning and Development
Module 1: Introduction Learning & Development
Career Development
Orientation
is a process for
new employees
to learn about the policies and procedures, benefits, and expectation of their employers in order to
acclimate
the organization and the department.
Career Lifecycle
Exploration:
Employees assess their values, interests, preferences, and available career opportunities
Establishment:
Employees create meaningful and relevant roles for themselves within the organization.
Maintenance
: Employees reach a level within the organization where their talents are optimized > HR team offer new challenges to reengage the employees
Disengagement
: Employees pull away from their work > Employers offset low performance with growth opportunities
6 phases
Assessment:
Employee will evaluate their strengths and weaknesses > working with a career counselor or coach, or simply some self-reflection
Investigation:
Employee research different career options > making informational interviews with people working in different careers
Preparation:
Employee setting goals and learning relevant skills.
Commitment
: Employee becomes an applicant and conducts a job search, accepts a job offer, and commits to a career.
Retention:
Employee advances in their career
Transition:
Employee sensing dissatisfaction with their career, contemplates and then makes a career change.
Career Development Tools
Difference
Training
Expand the knowledge or skills of an employee so that they can perform better in a job, focus on increasing knowledge or skills
Methods can include lectures, workshops, seminars, tutorials, audio video recordings, workbooks, and online learning
Development
Improve the skills of an employee so they can perform better in the future, focuses on sharpening professional skills
Techniques such as mentoring, discussion, role-playing, coaching, and supervised practice support development
L & D Process
Training Needs Analysis (TNA)
Identify employee training goals by examining areas in the organization that need improvement or also consider training requested directly by employees
An organizational analysis
examines how systems within an
organization function
including workforce planning, product quality, and an organization's culture.
An individual analysis
focuses on the
performance of particular employees
: additional skills or abilities to perform well in their jobs.
Objectives
Defines training or development goals
The goals should include impact objectives which specify how the training will impact the performance of the organization.
Selection:
Determines who should receive the training or development and what delivery methods should be used
Implementation:
How a training or development should be executed.
Evaluation
: Determines the effectiveness of the training or development
Tools
Training
provides employees with skills needed to advance within the organization or elsewhere.
Subsidize tuition
for employee's formal education
Job rotation
exposes an employee to a variety of experiences, and it's especially for upper management.
Promotions
offer employees new challenges and facilitate their career growth
Mentorship
which newer or less experienced employees work with a coach to obtain additional skills and advance their careers
Networking
encourages employees to become acquainted with individuals within their industry, or in different functions within their organization.
Volunteer opportunities
enhance an organization's image and expose employees to new ways of thinking and working.
Formal career planning
provides employees with resources including an HR representative's expertise, to assess their career needs.
Career Planning
Succession Planning
Leadership training, job shadowing, and mentoring with the senior executive.
Lead important projects to build skills and take on more responsibilities.
Focuses on
identifying promising employees
who have the potential to occupy managerial or executive roles in an organization.
Dual Career Ladders
: Allows employees to advance in their chosen profession
without becoming managers.
Module 2: Structure and Design of Learning
Learning Model
Instructional Design
ADDIE Framework
Analysis
Identifying the goal of the training program
gathering data on the employee's current skill levels or skill gaps
to propose and evaluate a solution based on effectiveness, cost, and time
Design
Identifying the target audience
Developing training objectives
Creating content
Development
Develop training materials
Instructional methods
Training methods
Implementation
Select a delivery method
Hire, and train instructors
Develop a training schedule
Evaluation
Formative: to inform design and development that include needs assessments, jobs analyses, pilot testing, and pre-testing
Summative: to assess the training programs' effectiveness and participant feedback.
KSA Framework
Knowledg
e: the theoretical understanding of concepts
Skills
: application of knowledge through hands-on experience or training
Abilities
: the innate talents or traits that an employee brings to the job
A process of
creating effective and engaging learning experiences
such as courses, training programs, educational materials and assessments.
Primary Goal is to
facilitate learning
and
ensure
that trainees achieve
specific learning outcomes
, can include collaboration, skills application, concept knowledge and more.
Bloom's Taxonomy
Remember
: learners recall facts and concepts
Understand
: learners explain ideas and concepts. They may discuss and describe a topic, or recognize and translate facts
Apply
: learners use information they have learned in new situations, including problem solving, demonstrating an idea, and interpreting meaning
Analyze
: learners differentiate, organize, relate, compare, and contrast and test their knowledge through the use of critical thinking skills.
Evaluate
: learners justify a decision by appraising a situation and arguing, defending, judging, critiquing, or supporting it
Create
: learners produce new or original content
A tool that trainers use to
create strong training programs
that help employees
master skills
It helps
identify employees current level of knowledge
and uses different techniques to expand it
Kirkpatrick Model for Training Evaluation
The trainers used surveys, pre-tests, post-tests, and follow-up surveys to gather data at each level of evaluation
Reaction
: focuses on measuring how well employees initially react to training materials
Learning:
determine how well participants are learning the material presented during the training program
(Pre-tests and post-tests are commonly used)
Behaviors
: assesses job performance after training and determines whether the skills learned during training are being applied on the job
(uses observations, interviews, tests, and surveys to gather data)
Result
: evaluates the impact of the training program on the organization's goals
Learning Styles
Visual learners
learn best by seeing information through visual aids
PowerPoint presentations
Infographics and diagrams
Handouts, books and articles with illustrations and images, educational videos, animations and demonstrations, mindmaps, flowcharts, and concept maps
Virtually or augmented reality for immersive and interactive learning
Suitable types: Internship Training/ Apprentice Training/ Job Rotation Training
Auditory learners
tend to process information by listening to lectures, discussions, or recordings
Lectures, podcasts or audio recordings
Group discussions
Read alouds and self recording
Audio based learning tools such as language learning apps or audio books, and music or ambient sounds
Suitable types: Internship Training/ Apprentice Training
Tactile learners
learn best by doing and experiencing information through hands-on activities and role-plays
Hands-on activities, experiments, simulations, or projects
Group activities such as games, team-building exercises are scavenger hunts, physical prompts like models, manipulatively or puzzles.
Suitable types: Job Instruction Training/ Simulation Training/ Job Rotation Training
Successful adult learning programs
are often self-directed, experiential, goal-oriented, practical, and collaborative.
The science of how adults learn is called andragogy
Learning Structure
Parallel:
relies on the natural learning process by transferring knowledge between peers to create new ideas and thoughts
Simulated:
focuses on hands-on training in the work environment with tools that would normally be present during a workday
Cooperative
: similar to parallel learning in that it works best in groups of peers.
Blended:
combines multiple learning structures for a unique learning experience.
Types of Training
Internship
Provide people who are training to enter a field with the opportunity to gain hands-on experience
Internships typically occur in the context where a higher level of education is required to enter the workforce
When the organization wants to identify and recruit top talent, provide practical experience, enhance diversity and inclusion, build relationships with academic institutions, and give back to the community.
Job Rotation
Allows the employees to gain a better understanding of the organization's operations and how different departments interact
Employees can identify areas of interests and potential career paths with the organization
Helps the organization and adapting to changes in customer needs or shifts in the market more effectively and efficiently
Apprenticeship
Should be used when the task requires hands on training, a high level of knowledge and expertise, certification, a mentorship program, and a long term commitment.
Good employees would be responsible for mentoring new employees and teaching them about their new role within the organization.
Simulation Training
Simulation training should be used when safety is critical, a task is high-risk, a task is complex, a task is expensive, and a task is difficult to replicate
Vestibule training
is done in a separate area from the actual work area
Case study
is a teaching method that involves presenting learners with a real or fictional scenario that they analyze and solve based on their knowledge or skills
Role play
is a technique where learners act out a scenario, or situation to practice and develop skills or behaviors
Job Instruction Training
Appropriate for onboarding or cross training employees when
Introducing a new task or process
Improving efficiency
Addressing skill gaps
Training large groups of employees
Training in a fast-paced environment
New employees to learn their position, take notes, and implement their skills after observing
On-the-job (OTJ) Training
Trainer uses it to teach hands-on tasks, train new employees, deliver customized training, maintain cost-effectiveness, and demonstrate practical application of knowledge.
Based on the idea that an employee can learn a job while simultaneously working.
Module 3: Implementation and Evaluation of Training and Development
Training Delivery Method
On-the-job Training
Apprenticeships, job rotation, coaching and mentoring, and shadowing
The most practical training delivery method
Virtual Training
Video conferencing, webinars and online learning platforms games simulation
Allow for more nuanced training and access to experts from across the globe and can be more engaging
Classroom Training
Typically lecture-based and can be useful for relaying more complex ideas to small groups of people
Accommodate various types of learning, whether sonic, virtual, or blended
Training Types
Instructor-led
Employees learn with an instructor in-class or in a live online class
Employees can experience their learning, ask questions, and receive responses in real-time
Interactive, allowing learners to ask questions, participate in group discussions, and receive immediate feedback from the instructor
Self-paced
Allow learners to choose when the training best fits their schedule to complete it
Can be customized to meet the needs and preferences of each learner
Flexibility
In-house training
A convenient and cost-effective option for companies, because it uses internal resources
Allows for customized training that reflects organization's culture
External training service
Hiring specialized experts from outside the organization, who can bring a fresh perspective and keep up with the latest technology, techniques, and strategies
Often increased organizational efficiency with fewer distractions for the trainer to focus on
Learning Management System (LMS)
A software system used to create, administer, document, track, report on, and deliver online educational courseware
References
Course Management:
allows instructors to create, organize and structure course content
User Management
: LMS enables administrators to manage learner accounts, assign roles and permissions and track individual progress
Tracking and Reporting
: LMS tracks learner activity and generates reports on completion rates, permanence metrics, and assessment results
Evaluate Training Programs
Experimental Design
The goal is to test a hypotheses between two or more variables, explore and identify cause and effect relationships
The Solomon Four Group Design
Experiments typically involve at least two groups
the experimental group exposed to the independent variable
the control group with no exposure to the independent variable
Kirkpatrick Model
How employees initially react to the training materials, how students learn the new material, assessing job performance, and looking at feedback from the training
Reaction:
focuses on participants' reactions to the training program.
Learning
: assesses how well participants learned new knowledge, skills, or attitudes
Behavior:
evaluates how employees apply their knowledge and skills in the workplace
Result:
assesses the training program's impact on the company.
Pilots and After-Action Review
After-action review answers
a series of questions
What happened?
Why did it happen?
How did it happen or how can it be improved?
Can be used at the same time with Kirkpatrick's methods and should be the final report after conducting other types of analyses
A pilot program
A small group of workers and management taking training programs themselves to see how it works and how effectively it traces the needed skills
Allows companies to reduce the risk of investing resources in a training program that may or may not be effective or feasible on a larger scale.
Learning Metrics
Cost-Benefit Analysis
A financial analysis tool used to evaluate the costs and benefits of a particular project or investment
Step-by-step Process
Identify all costs
associated with the training program.
Identify the benefits
of the training program:
increased productivity, improved job performance, increased employee satisfaction, lower turnover rates, and other positive outcomes
Quantify them in monetary terms
Subtracting the total costs from the total benefits
yields the net benefits of the training program
Consider other factors
such as employee engagement, learning outcomes, and feedback from employees
Training Cost per Employee
Formula:
total cost of training / number of employees = cost per employee
The cost of training
Training materials such as books, videos or online modules, and the cost of the facilities used for the training
Travel and accommodation for participants and trainers
Administrative costs like scheduling, registration, and tracking of training progress
Return on Investment
The amount of money that an organization earns from an investment minus the amount of money it costs to make that investment
Formula 1:
amount of money earned - amount of money to make the investment = ROI
Formula 2
: (monetary value of the benefits / the monetary value of the costs) * 100 = ROI
A positive ROI indicates that the training program generated a return and vice versa
Learner Engagement
Measurement ways
Surveys
can be administered before, during, and after training
Feedback forms
can be used to gather information on the content delivery and relevance of the training material
Observation
: behaviors such as their level of participation, attentiveness, and interactions with the training material and other learners
Performance data:
include test scores, job performance, and other metrics that can be used to measure the impact of the training on the learners
The amount of time and effort learners put into the learning process.
Training Experience Satisfaction
Measurement ways
Surveys
Feedback forms
Net promoter score (NPS):
The score is then calculated by subtracting the percentage of detractors from the percentage of promoters
Focus group
consists of a small group of learners who discuss their training experience and provide feedback on various aspects of the training program
One-on-one interviews:
in-depth feedback on a learner's training experience.
The degree of satisfaction felt from the learning received
Set SMART Goals
stands for specific, measurable, attainable, relevant, and time-bound
Module 4: Learning Delivery, Application and Evaluation
Compliance Training
Any training employees are required to take by regulations of the state, industry, or organization
Types of Compliance Training
Anti-harassment and discrimination training
Code of conduct and ethics training
Health and safety training
Diversity and inclusion training
Management training
Monitoring Training Program
An HRM system is a software platform designed to streamline and automate various HR processes including
Employee data management
Payroll
Benefits
Administration
Recruitment
Training management
An HRM system can help create and maintain this record by storing information on the training completed, trading dates, and results in one location for HR managers to access.
Framework: Design Training Experience
Conduct Training Needs Analysis
Create a SMART goal
Identify how to measure success
Select a training delivery method
Select a training type
Design post-training evaluation