Posted at 09.10.2018
Working as a HR advisor an organization has approached you for consultancy, you receive the task by the mature management present the theoretical background of learning theories and learning styles. You will establish a presentation that ought to address different learning styles, learning ideas and their contribution in planning and what is the importance of ensuring transfer of learning in workplace
differentiate between different learning styles
a range of methods of demonstration has
capacity for creativity and creative thought has been used
analyze learning ideas and make clear their
contribution to the look and design of learning
it is appropriate for familiar and
explain the implication of the training curve and
the importance of ensuring the copy of learning to
Tasks for P1
Discuss the several learning styles including (activists, reflectors, theorists, pragmatists)
Tasks for P2
Discuss the learning ideas e. g. behaviorist, cognitive
The impact of the learning curve and transfer of understanding how to the work place,
Tasks for P3
Discuss the impact of the learning curve and copy of learning to the task place.
Tasks for M1
You will include relevant information, diagrams, tables in the presentation to justify your point. Your presentation should look interesting and professional
Task for M2
You should think about that the language and concepts work for your audience and you have considered that management may not know the theoretical backgrounds therefore appropriate degree of language and samples are contained.
Task for D1
honey and Mumford learning styles 7
David Kolb learning styles 8
Learning theories. 9, 10
Learning curve and transfer of learning to work place 11, 12
Being HR advisor, we have developed a written report for our consumer. In which we talked about the theoretical qualifications of learning ideas and learning styles. We hope our work will be treasured.
Being HR consultant we have developed a report for our client. First of all we have discuss that how learning theories can help organization during human reference development. After speaking about its importance we discuss different learning varieties of learners that how individual learns. We discuss the theories of David Kolb and honey and Mumford learning styles.
Furthermore we describe and discuss the three different learning theories such as cognitive, behaviorist learning ideas. Beside this we have also explain the impact of learning curve and copy of understanding how to work place. In order to complete this task we collect data from our course reserve human resource development and staff relation and in the same way from different websites. All the references is seen by the end of article.
As we realize that we now have different type of learning styles developed from Psychological and educational research. Relating to these studies differing people learn differently in one another. According to (http://www. ics. heacademy. ac. uk) these learning solutions help trainer to comprehend a person learning choices, so s/he effectively present his training. Further they make clear that some student may would prefer to learn from aesthetic effects although some may like or enjoy learning from hearing lectures.
There a wide range of researcher and psychologist which donate to this subject matter such as Kolb Learning Pattern, Honey and Mumford styles.
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Activists learn best when they individually require themselves in activity. They may be called activist. They enjoy the here-and-now and frequently prosper in short-term problems situation. According to your course publication of (individual resource development and worker relationship. ) Such kind of folks get bore with long-term implementation and consolidation. Activist learners are open-minded, not sceptical, and this can make them thinking about new work. They feel that they can do anything, beside this activist first work and then think.
According to your course publication (human reference development and employee relation. ) Reflectors will be the learners which learn best from activities where they could stand back, listen closely and observe. They like collecting information and being given chance to think about it. Reflectors learn less when they are rushed into things without the opportunity to plan. Before starting any activity, first they examine the situation from all perspectives.
Pragmatists are thinking about trying out ideas, ideas and techniques to see if indeed they work used. They positively search out new ideas and take the first chance to experiment with applications. They will be the type of people who gain from courses brimming with new ideas that they want to try out used. They prefer to get on with things and respond quickly and confidently on ideas that get them. (people tool development and staff relation. )
Its mention in our (human reference development and employee relation. ) Course literature that theorist like to understand the theory behind the actions. Such kind of learners need model. Principles, and fact in order to learn they prefer to evaluate and synthesis, and feel uncomfortable with subjective view. Further its point out that they learn best when an activity is supported by ideas and idea that form a model system or theory. Such kind of learner learns least when activities are unstructured or ambiguous.
According to (http://www. ics. heacademy. ac. uk) David Kolb published his learning style model in 1984. The model provided climb to related term such as Kolb's experiential learning theory. In his publication he also recognized the task of earlier scholars such as Rogers, Jung and Piaget. He did great work in this field but still acknowledged by educators, trainer and professionals.
According to Kolb and other researcher that effective learning proceeds around a circuit. The below diagram clearly described that how it prepared.
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According to article written by (kendra cherry, 2012)Psychologist and educational theorist DavidHYPERLINK "http://psychology. about. com/od/profilesal/p/david-kolb. htm" HYPERLINK "http://psychology. about. com/od/profilesal/p/david-kolb. htm"Kolb present a four-stage learning pattern designed to describe how learning by experience occurs. Further she described that the experientialHYPERLINK "http://psychology. about. com/od/educationalpsychology/a/experiential-learning. htm" HYPERLINK "http://psychology. about. com/od/educationalpsychology/a/experiential-learning. htm"learning routine have four different stages, concrete experience, reflective observation, abstract conceptualization, and energetic experimentation. From these stages four learning style have been discovered, accommodator, divergers, assimilator and converger. Accommodator depends on concrete experience and active experimentation learns from "practical" experience and even more rely on other folks for information. Divergers learn from concrete experience and reflective observation. Assimilator combine abstract conceptualization observation; understand a wide range of information plus more interested abstract ideas and ideas.
Discuss the learning ideas e. g. behaviorist, cognitive etc:
In an article written by (kendra cherry, 2012) it's talked about that the term behaviorism refers to the school of psychology founded by John B. Watson predicated on the belief that conducts can be assessed, trained, and improved. Beside this there are a few other researchers which contribute too much to the field of mindset.
The idea or theory of behaviorism is very interesting. According to our course book (human resource development and staff relationship. )Behaviorism is a theory of learning and it feels that all habits are acquired because of this of conditioning. Conditioning happen after a person interacts with his environment. You will find two kind of conditioning classical fitness and operant conditioning.
In 1904 Ivan Pavlov a Russian scientist investigated on puppies. His researched proved that dog salivated at the look of dry food. In case a buzzer sounded right before the dogs were given view of the dried food they still salivated at the eyesight of the meals. Following the two were associated lots of time, the dog salivated at the audio of the buzzer, even before the food came out. Therefore, it can be claimed that the dog had learned to salivate at the audio of buzzer. Pavlov called the display of the food unconditioned stimuli and the salivation the unconditioned response. He considered the relationship of the food with buzzer as conditional stimulus.
According to article written by (kendra cherry, 2012)Cognitive psychology is the branch of psychology which handles mental processes including how people think, perceive, remember and learn. There will vary people which done a lot of focus on cognitive theory such as jean Piaget, Wilhelm Wundt and many more.
There are a lot of dissimilarities between behaviorist and cognitive theory for example behaviorist generally ignores the inner active of learning while cognitive learning theory stress on the importance of how are you affected inside the learner. Cognitive theory is assumed to be comprised of lots of sub theories and is trusted in educational and counselling. The key to learning and changing is the individual's cognition (belief, thought, ram and way of processing and structuring information).
Cognitive learning a highly active process mainly directed by the individual, involve perceiving the info, interpreting it predicated on what is already known, and then recognizing the info into new information or understanding.
Cognitive theorist, unlike behaviorists, preserves that reward is not essential for learning. More important are learner's goal and expectation, which create disequilibrium, imbalance, and tension that motivate those to act
According to article written by (kendra cherry, 2012) there also another theory suggested by psychologist alburt bandura His theory suggest that children learn new action from watching other people
There are three major principles at the center of public learning strategy. First is the idea that people can learn through observation. Next is the idea that inner internal declares are an important aspect of this method. Lastly, this idea identifies that because something has been uncovered; it generally does not mean that it will result in a big change of behavior or activities.
The below diagram will help us in understanding these theories and exactly how these help us during training and development of individual resource. There are different methods by which we learn.
Discuss the impact of the training curve and copy of learning to the work place.
A learning curve is a graph displaying the relationship between your time put in in learning and the amount of competence attained. Hence it explain the progress and variable speed of learning (it's quite common for people to state they are 'on a steep learning curve' when they have to acquire a lot of new knowledge or skill in a nutshell period of time. (human resource development and staff relation. )
From the above classification it's clear that learning curve is an idea used to determine how quickly a skill can be perfectly understood. The learning curve is displayed through graph which shows the connection between learning and its duration. In addition, it demonstrates how much skill or knowledge is upgraded of individual's from training.
There is also idea of flat curve or steady learning curve. It is critical to say that on toned curve learner gain knowledge little by little. Flat curve things take a very long time to get complete mastery over, but provide ample time to truly imprint the steps or skill components on the mind. Things with a continuous or chiseled curve tend to be very difficult to learn, as they do not supply the rewards of quick, useful knowledge.
According to your course book (human tool development and employee connection. )Learning curve also used to plan how big is the 'chunks' to be taught in one procedure or stage of learning. Further it explains that learning curve can also go up and down. This happen normally when trainee become unable to practice or forget newly received skill or knowledge.
According to your course e book of (human being learning resource development and worker relation. ) Transfers of learning make reference to the amount to which recently discovered information or skill has been moved from the learning context to the application of a specific job.
Transfer of learning mean that how much a person or trainee effectively able to apply the skill or knowledge face to face, which s (he) discovered from training. In times where trainee effectively transfers the training to task is named positive transfer; on the other hand in a predicament where trainee didn't effectively copy the learning to the use of job, will know as negative copy.