TRAINING & DEVELOPMENT
What Do you understand from the Process of Training & Development - Typical Model
After explaining the Image shown above, Please Investigate and Comment on following terms.
a) DIF Analysis
b) kirkpatrick's learning and training evaluation theory
c) Kolb's Learning styles model
d) Johari Window Model
e) Training Design Process Ideas
Quality is better than Quantity. Please be precise in writing but enjoy your time exploring these topics. Do mention your Complete name in comments.
1: Psychometrics, graphology, reflection,
ReplyDeletediscussion with others and any other
available methods.
Psychometric deals in interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and personality traits.
Graphology is the study of handwriting, especially when employed as a means of analysing character.
Reflection is a thought or an opinion resulting from consideration.
2:Job description and scale parameters.
ReplyDeleteJob description is a detailed written account, agreed between management and worker, of all duties and responsibilities which together make a particular job.
Parameter is the term used to identify a characteristic, a feature, a measurable factor that can help in defining a particular system. A parameter is an important element to take into consideration for the evaluation or for the comprehension of an event, a project or any situation.
3: Establish psychometric profile for job.
Psychometric test are used to identify a candidates aptitudes, personality, or ability.
Types of Psychometric test
Personality test
Aptitude or ability tests
Aptitude tests include verbal tests, numerical, spatial reasoning and job specific test.
Copied JD: http://www.thefreedictionary.com/job+description
DeleteCopied Parameter: http://en.wikipedia.org/wiki/Parameter
Help: http://www.prospects.ac.uk/interview_tips_psychometric_tests.htm
http://www.answers.com/topic/parameter 92% Copied
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4: Establish a skill set and behaviour set
ReplyDeleteof attributes required for the role.
Skill is the proficiency, facility that is acquired or developed through training or experience.
5: Psychometrics, graphology, interview,
discussion and any other assessment
methods available.
Psychometric deals in interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and personality traits.
Graphology is the study of handwriting, especially when employed as a means of analysing character.
Reflection is a thought or an opinion resulting from consideration.
6: Counselling one-to-one, get to know
the other person, listen, understand.
“Counselling is the process of assisting and guiding clients, especially by a trained person on a professional basis, to resolve especially personal, social, or psychological problems and difficulties.”
One to One Counselling offers individuals, couples, and families the opportunity to get help with their problems.
Prince, You have been Enjoying http://www.thefreedictionary.com/
Delete7:Prioritise training needs (TNA).
ReplyDeleteA Training Needs Analysis (TNA) is a review of learning and development requirements for staff, volunteers and trustees within in your organization.
TNA considers the skills, knowledge and behaviours that you or your staff need, and how to develop them effectively.
8: Relevant reference material (manuals,
standards, company documents, etc.)
The material should be relevant Manual A book of instructions, esp. for operating a machine or learning a subject; a handbook: "a computer manual".
OR
A thing operated or done by hand rather than automatically or electronically, in particular.
Copied (7) From: http://www.ncvo-vol.org.uk/tna
Delete9: Task delegation form, (eg ‘SMART’).
ReplyDeleteDelegation is one of the most important management skills. These logical rules and techniques will help you to delegate well (and will help you to help your manager when you are being delegated a task or new responsibility - delegation is a two-way process!). Good delegation saves you time, develops you people, grooms a successor, and motivates
Delegated tasks must be:
• Specific
• Measurable
• Agreed
• Realistic
• Timebound
• Ethical
• Recorded
the steps of successful delegation
1 Define the task
2 Select the individual or team
3 Assess ability and training needs
4 Explain the reasons
5 State required results
6 Consider resources required
7 Agree deadlines
8 Support and communicate
9 Feedback on results
10:
Appraisals is an assessment or estimation of the worth, value, or quality of a person or thing
11: DIF Analysis
Differential Item Functioning (DIF)
“It occurs when test-takers having identical levels on the latent trait that the test was designed to measure but belonging to different groups, have different probabilities of endorsing (or answering correctly) a particular item”
– Examinees in different groups are matched on the proficiency
11: Kirkpatrick learning and training evaluation theory
The most widely used and popular model for the evaluation of training programs is known as "The Four Levels of Learning Evaluation." The model was defined in 1959 by Donald L. Kirkpatrick in a series of articles that appeared in the US Training and Development Journal. Kirkpatrick redefined the evaluation model with his 1998 book "Evaluating Training Programs: The Four Levels."
The four levels of Kirkpatrick's evaluation model essentially measure:
• reaction of student - what they thought and felt about the training
• learning - the resulting increase in knowledge or capability
• behaviour - extent of behaviour and capability improvement and implementation/application
• results - the effects on the business or environment resulting from the trainee's performance
From:
Delete1. http://www.businessballs.com/delegation.htm
2. http://www.businessballs.com/kirkpatricklearningevaluationmodel.htm
11 : Kirkpatrick Learning: 100% at http://www.wa.gov/esd/training/toolbox/tg_kirkpatrick.htm
Delete12: Kolb's Learning styles model
ReplyDeleteDavid Kolb's Experiential Learning: Experience as the source of learning and development (1984) theorized that four combinations of perceiving and processing determine four learning styles that make up a learning cycle. According to Kolb, the learning cycle involves four processes that must be present for learning to occur:
Diverging (concrete, reflective) - Emphasizes the innovative and imaginative approach to doing things. Views concrete situations from many perspectives and adapts by observation rather than by action. Interested in people and tends to be feeling-oriented. Likes such activities as cooperative groups and brainstorming.
Assimilating (abstract, reflective) - Pulls a number of different observations and thoughts into an integrated whole. Likes to reason inductively and create models and theories. Likes to design projects and experiments.
Converging (abstract, active)- Emphasizes the practical application of ideas and solving problems. Likes decision-making, problem-solving, and the practicable application of ideas. Prefers technical problems over interpersonal issues.
Accommodating (concrete, active) - Uses trial and error rather than thought and reflection. Good at adapting to changing circumstances; solves problems in an intuitive, trial-and-error manner, such as discovery learning. Also tends to be at ease with people.
13: Johari Window Model
The Johari window is a technique created by Joseph Luft and Harrington Ingham in 1955 in the United States, used to help people better understands their relationship with self and others. It is used primarily in self help groups and corporate settings as a heuristic exercise.
OR
The Johari Window Model was created by Joseph Luft and Harry Ingram to help understand how we process information and our self awareness.
Johari Window Model has 4 quadrants:
Quadrant 1: Open
These are traits that are out in the open. These are the things you and other people know about you.
Quadrant 2: Blind
These are the things about you that you are not aware of but other people see. Characteristics in this quadrant can be the most important quadrant for you to use.
Quadrant 3: Hidden
These are things that you know about that others do not. The hidden self could be feelings, talents, information (secrets), fears or anything that a person does not make known to others.
Quadrant 4: Unknown
These are the things about you that you and others do not know. This area represents the opportunity to explore new ideas about yourself.
14: Training Design Process Ideas
Training design is the process of creating a blueprint for the development of instruction. Whether the training is to be conducted in a classroom, delivered using an electronic format or using some combination of methods, the design process sets the stage for the development of a program that products result.
We first analyse the training requirements and expected outcomes by speaking with project sponsors and participants, so that we can develop material targeted to client-specific needs.
Next, we design the course work, typically taking existing material and modifying it to meet client-specific needs.
The next step is to develop the course materials. This involves the creation of any required custom content and the production of the final course materials.
We then deliver each program according to the agreed upon work plan and schedule.
Finally, we evaluate the results and outcomes of each program to ensure that it has fully met client objectives.
Copied From: http://www.nwlink.com/~donclark/hrd/history/kolb.html
DeleteCopied TDP: http://spisolutions.com/2010/08/training-five-step-design-process/
Sequensel repliesis as follows:
ReplyDeleteDIF Analysis is a technique used when similar job is done by many people.
Kirk Patricks learning and training evolution theory, it has four levels of evolution model essentially measuring reaction of students, increase in knowledge, behavior and capabilities improvement extent and results produced by the trainiees in buisness.
Kolbs learning style model, it also shows four stage learning cycle, that is feeling versus thinking and doing verses watching.
Johari window model, a psychological tool that enables to compare the way people percieve themselves to the way other see them. develop understanding and interpersonal relation.
Training design process ideas, it is the efficient way of developing training methodology.
Khalid Mahmood
DIF (DIFFICULTY, IMPORTANCE AND FREQUENCY)
ReplyDelete1. What all difficulties are confronted ? Whether imparting training is important or otherwise? It would further decide whether no training , initial training only or continuing with initial training and refresher cadres, courses and workshops , say after every three years is deemed necessary or otherwise.
2. This can not be scientifically/empirically tested as we know that diversity of human learning and empirical proofs are not aligned , rather they are at tangent to each other. It would wholly and solely be decided after assessing the trainee’s job skills that affect performance result and style attributes.
3. It is worth mentioning that DIF Analysis’s only works when there are similar jobs done by several people.
ASADULLAH KHAN SWATI
KIRKPATRICK’S LEARNING AND TRAINING EVALUATION THEORY
ReplyDelete1. Essentially there are four levels of Kirkpatrick’s evaluation model which are as fol:-
.
a. Reaction. It reflects as to what are the feelings of the students about training and what perception they had in their mind about the practical manifestation of or the outcome of this stipulated period of training.
b. Learning. This occurs in the form of increased skills and learning. This can be tested through practical demonstration of skilled knowledge in tangible terms and in case of attainment of theoretical knowledge , through tests/exam.
c. Behavior. Change in job behavior due to training program. This evaluation occurs through observation , if the training imparted is job specific , it would have a positive fallout in the shape of positive behavior and better output.
d. Result. These can be performance based or monetary and would add to the ultimate increase in productivity of a business organization. This would be caused as a result of active participation in a training program.
NOTE:- These models are framed in a way wherein training program can be evaluated.
KOLB’S LEARNING STYLE MODEL
ReplyDelete1. He developed four stage learning cycle which was primarily designed to elaborate as to how learning by experience takes place. It comprises of four phases namely:-
a. Concrete experience. Being involved in new experience.
b. Reflective observation. Watching others or developing observations about own experience.
c. Abstract conceptualization. Creating theories to explain obsns
d. Active experimentation. Using theories to solve problems, make decisions.
2. He suggested that leaning is a process which involves looking around and around this four stage cycle. People with assimilation way of learning would mostly prefer reflective observation and abstract conceptualization. They would like and think about abstract ideas and combine these thoughts with their personal observation whereas , concrete experience and active experimentation are characterized by accommodating learning style. These learners like to gain hand- on-experience and then experiment with different methods and ideas. It has commonly been observed that assimilators mostly tend to be watchers while accommodators are the doers and performers.
3. Hartman (1995) took kolb’s learning styles and gave example of how one might teach them:-
a. For the concrete Experience Offer labs , field work , observation or videos.
b. For Reflective Observer - Use logs, journals or brainstorming
c. For Abstract conceptualize - Lectures paper and analogies work well. d. For Active Experimenter - Offer simulations, case studies and home works.
EXPLAINS GOOD:
Deletehttp://www.lifecircles-inc.com/Learningtheories/constructivism/kolb.html
JOHARI WINDOW MODEL
ReplyDelete1. It is a useful tool for improving self awareness and mutual understanding between the individuals within group. It can also be used to improve group’s relationship with other groups. It was devised by Joseph Luft and Ingham in 1995.It is useful in understanding employee/employer relationship.
Johori Window Four Regions
a. What is known by the person about himself and is also known by others – open area, open self , free area, free self/area.
b. What is unknown by the person about himself but which others know – Blind Area, Blindself, Blind spot.
c. What person knows about himself that others do not known РHidden Area, Hidden self , Avoided Area, Avoided self or fa̤ade.
d. What is unknown by the person about himself and is also unknown by others – Unknown Area or unknown self.
TRAINING DESIGN PROCESS IDEAS
ReplyDelete1. The clarity about the training needs , the purpose of training and clarity in the minds of audience must prevail before the outset of training. The participant’s needs must be found through surveys i.e either through written surveys , tel surveys or review evaluation forms from past training. I is important to that the training goals must be clearly defined regarding expected outcomes. The training contents be outlined with specific planning of training activities. Concurrently , material be selected & developed , evaluation procedures be designed and it must be ensured that training is realistic and appropriate for the attainment of intended purpose. Following steps for a training program have been suggested:-
a. Purpose of training & target audience
b. Determine participant’s need
c. Define training goals & objectives
d. Training contents be outlined
e. Instruction activities are developed
f. Raining design is put into writing
g. Evaluation forms for all the trainees are prepared
h. Follow up activities for events are determined
A ) DIF Analysis:
ReplyDeleteDIF stands for Differential item functioning, and it is a measurement tool. This technique is used with a group of people belonging to common society or have same gender and possesses common ability or skill, but may show different response reaction during a test. This technique is used when same job is being done by many people.
B) kirkpatrick's learning and training evaluation theory:
Donald L. Kirkpatrick defined this model in 1959 and is also known as “Four Levels of Learning Evaluation”. This is a very widely used model for the evaluation of trainings. The four levels of the model are as follows:
• Level 1: Reaction: At this stage the satisfaction level of the participants are measured, that how they found the training and whether their expectations were fulfilled.
• Level 2: Learning: At this stage the level of learning is measured, that how much gaining of knowledge has occurred by the participants/attendees.
• Level 3: Behavior: At this stage the change in behavior is observed, that how much behavior is changed after attending the training.
• Level 4: Results: This is the difficult level to measure, because here the overall improvement of the organization is measured after the training of employees.
C) Kolb's Learning styles model:
David Kolb’s learning method developed in 1984 is primarily based on learners’ intellectual approach.
D) Johari Window model:
Joseph Luft and Harrington Ingham created Johari Window technique in 1955. This techniques help people to understand one self and others in a relationship. Another philosopher Mr. Charles Handy has named this technique as Johari House with four rooms. He has defined these rooms as, Room 1: what one self and others see about him/her. Room 2: what other see about oneself that he/she is unaware about his own self. Room 3: this deals with unconscious or subconscious part of oneself. Room 4: Private space that is kept separate from others.
E) Training Design Process Ideas:
It is the process that is used to ensure that the training/program is designed in such a way that the learner or receiver could learn the true content of the message easily.
Nida Sultan
What is Kolb's Learning Style Model?
DeleteWhat are the Parts of Training Design Process?
Where is the elaboration of the Image?
The model explains the activities first understand yourself, your skills, style, and training needs. Understand the trainee's job. Identify the essentials and desirable job skills that affect performance and results. Assess the trainee's skills, style, attributes, situation, and especially their learning style. Tools Psychometrics, graphology, reflection, discussion with others and any other available methods. Job description and scale parameters. Establish psychometric profile for job. Establish a skill set and behavior set of attributes required for the role. Psychometrics, graphology, interview, discussion and any other assessment methods available. Counseling one to one, get to know the other person, listen, understand. Agree and explain everything with the other person. Keep doing it. Identify and agree development priorities the basic training plan. Break down each skill to train. Identify and agree elements and standards of each part not too many at once . Assess and agree current ability per element. Identify and agree tasks, activities and or objectives to train each element to the required standard. Implement, follow up, review. Encourage, measure, record and support. Adjust the plan and priorities if appropriate. Continue positive, ongoing recorded review. Involve the other person in completing the documents that you use. Prioritise training needs TNA . Counseling one to one, listen, understand. Record in writing. Relevant reference material manuals, standards, company documents, etc . Skill elements assessment sheet. Involve the other person in completing the documents that you use. Task delegation form, e.g. SMART . Draw on other resources available training courses, managers, colleagues, external resources. Task delegation form, e.g. SMART
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Delete(a)DIF (difficulty, importance, frequency) Analysis:
ReplyDeleteDIF Analysis is a tool that is used to determine if job tasks required training or not, or what is the priority for training. e.g. An infrequent important and difficult task requires a high priority and on the other hand an infrequent less important and not so difficult task needs very low or no training.
I like DIF at http://www.jarche.com/2007/07/dif-analysis/
Delete(b)Kirkpatrick's learning and training evaluation theory:
ReplyDeleteThe four levels of Kirkpatrick's evaluation model essentially measure:
1-Reaction:-
This level measures how your trainees (the people being trained), reacted to the training. for example
Did the trainees like and enjoy the training?
Did they consider the training relevant?
Was it a good use of their time?
Did they like the venue, the style, timing, domestics, etc?
Level of participation.
Ease and comfort of experience.
Level of effort required to make the most of the learning.
Perceived practicability and potential for applying the learning.
2-Learning:-
What your trainees have learned. How much has their knowledge increased as a result of the training?
Did the trainees learn what intended to be taught?
Did the trainee experience what was intended for them to experience?
What is the extent of advancement or change in the trainees after the training, in the direction or area that was intended?
3-Behaviour:-
Evaluate how far your trainees have changed their behavior, based on the training they received. Specifically, this looks at how trainees apply the information., and this can be immediately or several months after the training, depending on the situation:
Did the trainees put their learning into effect when back on the job?
Were the relevant skills and knowledge used
Was there noticeable and measurable change in the activity and performance of the trainees when back in their roles?
Was the change in behavior and new level of knowledge sustained?
Would the trainee be able to transfer their learning to another person?
Is the trainee aware of their change in behavior, knowledge, skill level?
4-Results:-
Analyze the final results of your training. This includes outcomes that you or your organization have determined to be good for business, good for the employees, or good for the bottom line. Measures would typically be business or organizational key performance indicators, such as:
Volumes, values, percentages, timescales, return on investment, and other quantifiable aspects of organizational performance, for instance; numbers of complaints, staff turnover, attrition, failures, wastage, non-compliance, quality ratings, achievement of standards and accreditations, growth, retention, etc.
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Delete(c)Kolb's Learning styles model
ReplyDeleteKolb theorized that the four combinations of perceiving and processing determine one of four learning styles of how people prefer to learn. Kolb believes that learning styles are not fixed personality traits, but relatively stable patterns of behavior that is based on their background and experiences. Thus, they can be thought of more as learning preferences, rather than styles. Each learning style is located in a different quadrant of the cycle of learning.
1-Diverging (concrete, reflective)
These people are able to look at things from different perspectives. They are sensitive. They prefer to watch rather than do, tending to gather information and use imagination to solve problems. They are best at viewing concrete situations several different viewpoints.
2-Assimilating (abstract, reflective)
The Assimilating learning preference is for a concise, logical approach. Ideas and concepts are more important than people. These people require good clear explanation rather than practical opportunity. They excel at understanding wide-ranging information and organizing it a clear logical format. People with an assimilating learning style are less focused on people and more interested in ideas and abstract concepts. People with this style are more attracted to logically sound theories than approaches based on practical value.
3-Converging (abstract, active)
People with a converging learning style can solve problems and will use their learning to find solutions to practical issues. They prefer technical tasks, and are less concerned with people and interpersonal aspects. People with a converging learning style are best at finding practical uses for ideas and theories. They can solve problems and make decisions by finding solutions to questions and problems.
4-Accommodating (concrete, active)
The Accommodating learning style is 'hands-on', and relies on intuition rather than logic. These people use other people's analysis, and prefer to take a practical, experiential approach. They are attracted to new challenges and experiences, and to carrying out plans. They commonly act on 'gut' instinct rather than logical analysis. People with an accommodating learning style will tend to rely on others for information than carry out their own analysis. This learning style is prevalent within the general population.
Copied from http://www.businessballs.com/kolblearningstyles.htm
Delete(d)Johari Window Model
ReplyDeleteThe Johari Window is a model that is used to improve understanding between individuals. There are two key ideas behind the tool:
1-That you can build trust with others by disclosing information about yourself.
2-That, with the help of feedback from others, you can learn about yourself and come to terms with personal issues.
There are four areas in Johari windows model known as quadrants:
1. Open Area
This quadrant represents the things that you know about what is known by the person about him/herself and is also known by others. This includes your behavior, knowledge, skills, attitudes, and "public" history.
2. Blind Area
This quadrant represents what is unknown by the person about him/herself but which others know.
This can include simple information that you do not know, or it can involve deep issues (for example, feelings of inadequacy, incompetence, unworthiness, or rejection), which are often difficult for individuals to face directly, and yet can be seen by others.
3. Hidden Area
This quadrant represents what the person knows about him/herself that others do not know
4. Unknown Area
This last quadrant represents what is unknown by the person about him/herself and is also unknown by others.
Copied from http://www.mindtools.com/CommSkll/JohariWindow.htm
Delete(e)Training Design Process Ideas
ReplyDeleteIt is the process that is used to ensure that the training/program is designed in such a way that the learner or receiver could learn the true content of the message easily.The clarity about the training needs , the purpose of training and clarity in the minds of audience must prevail before the outset of training. The participant’s needs must be found through surveys i.e. either through written surveys , tell surveys or review evaluation forms from past training. It is important to that the training goals must be clearly defined regarding expected outcomes. The training contents be outlined with specific planning of training activities. Training design is the process of creating a blueprint for the development of instruction. Whether the training is to be conducted in a classroom, delivered using an electronic format or using some combination of methods, the design process sets the stage for the development of a program that products result. We first analyze the training requirements and expected outcomes by speaking with project sponsors and participants, so that we can develop material targeted to client-specific needs. Next, we design the course work, typically taking existing material and modifying it to meet client-specific needs. The next step is to develop the course materials. This involves the creation of any required custom content and the production of the final course materials. We then deliver each program according to the agreed upon work plan and schedule. Finally, we evaluate the results and outcomes of each program to ensure that it has fully met client objectives.
Copied Partially from http://spisolutions.com/2010/08/training-five-step-design-process/
Delete55% Content Copied
DeleteTRAINING AND DEVELOPMENT PROCESS
ReplyDeleteTraining is a learning process to enhance your knowledge and skill in particular area to achieve the desired results. It can be short term with immediate results/performance. Where as DEVELOPMENT is a consistent process of expanding your knowledge, skill,expertise,experience and mental horizon and may not necessarily yield immediate results but definitely has long term effects in career progression and one's personal development.
The Model of training and development others- provides ample guideline for developing training curriculum and delivering it to the recipients for the trainer. it provides steps to follow in organizing training as per the demands of training and organizations being trained.Trainer has to analyze his skills besides understanding and evaluating the level of understanding of trainees.so following the model will result into real time and job oriented training which will ultimately satisfy the trainees, its organization to achieve short/long term goals and trainer as well to evaluate for further improvement.
Naveed qazi
* DIF (Differential item functioning) ANALYSIS
ReplyDeleteIt refers as measurement bias, when individuals from different ethnic or gender group with same level of hidden abilities (latent trait) have different probability of response to a test or question.It is very important that when evaluating items for DIF, the groups must be matched on the measured attributes otherwise the result may be incorrect and unrealistic. other forms of DIF are:-
a. Uniform DIF
b. Non-uniform DIF
c. Non- uniform mixed DIF
* DIF (Difficulty, importance, frequency) Model. It is a method of assessing performance, prioritizing training needs and its planning. This method efficiently work/give results when similar task is performed by several persons. This tool was used by Harold Jarche in military to ascertain whether a job/task requires training.Therefore it is an important tool, equally applicable to determine the needs of training in business sector.
Naveed Qazi
The Process of Training and Developing Others - Typical Model
ReplyDeleteAFTER COMPLETE ANALYSIS OF THIS MODEL MY UNDERSTANDING IS BELOW:
1 .One who is going to train others should first explore his own potentials. whether hi has got a all the knowledge of what he is going to give to others he can use different methods like psychometric or graphology etc or discuss your knowledge to see if still there is more to know about that skill.
2.First its important to understand what the job is and what does it requires .what methods and skill will be helpful to make it effective.
3.It is important to understand the psychology of the trainee whats their capabilities or which skill and areas need to be focused more.
4.While training listen n understand their questions and queries. Give them chance to express and keep them active by their involvement.
5.Understand what others say be a good listener and keep on conversing and welcome others ideas. Guide others by theoretical method and demonstration.
6.Involve the other members and assess every point. To completely analyze the skill or document. Use documents or minor details to access fully.
7. Use different activities and make sure they participate in them to keep their involvement in the course.
8.On completion of specific test encourage the trainees give positive remarks. Record the results. and if someone needs more cancelling the go ahead n do it.
SAJIS NAWAZ KHAN
DIF ANALYSIS by Harold Jarche
ReplyDeleteDIF (difficulty, importance, frequency)
After studying DIF Analysis My understanding is that DIF Analysis is a tool that used to determine if job tasks required training. And Harold Jarche used DIF tool in military to determine job tasks which required training ,and he also create expended model in digital format. And one thing more Tools like DIF analysis only work when there are similar jobs done by several people. They won’t help in a creative work environment like a design shop.so keep in mind when using DIF tool ,its only work in same job by several minds.
You Could have explained better: http://www.jarche.com/2007/07/dif-analysis/
DeleteKRIKPATRICK'S LERANING AND TRAINING EVALUATION THEORY.
ReplyDeleteDonald Krikpatrick of University of Wisconsin gave this theory in 1959 and later improved upon in 1975 and 1994. It is always important for trainer to know the effectiveness of his training as to whether essentials of training has been grasped by the trainees or not? and to do this Kirkpatrick's "four level of learning evaluation" is the right model to evaluate training. Four levels are:-
a. Reaction. At this level reaction of participants is gauged towards the training. Are they satisfied? and also gives trainer an opportunity to add additional requirements to improve the training.
b. Learning. At this stage you ascertain what the trainees have learnd. what is the improvement and level of their knowledge and skill. As this measurement of learning will help in improving training and further interaction with the participants.
c. Behavior. At this level the change in behavior of trainees is observed which may have occurred in response of training and how they apply it to practical situation. Remember behavior only changes in conducive environments.
d. Results. At this level finding immediate response may be unrealistic to some extent however results can be determined through overall effects on trainees and their performance toward business and overall environments of the organization. As it is only results which can tell us how good the training was for the business and employees.
Although this model is close to human psychology but may not be relevant all the time as detailed analysis of its effectiveness are time and resource consuming.
Rephrased well: http://www.mindtools.com/pages/article/kirkpatrick.htm
DeleteDIF ANALYSIS by Harold Jarche
ReplyDeleteDIF (difficulty, importance, frequency)
After studying DIF Analysis My understanding is that DIF Analysis is a tool that used to determine if job tasks required training. And Harold Jarche used DIF tool in military to determine job tasks which required training ,and he also create expended model in digital format. And one thing more Tools like DIF analysis only work when there are similar jobs done by several people. They won’t help in a creative work environment like a design shop.so keep in mind when using DIF tool ,its only work in same job by several minds.
Sajid Nawaz Khan
JOHARI WINDOW MODEL
ReplyDeleteBy Joseph Luft and Harry Ingham In 1955
SIMPLE TOOL TO UNDRESTAND AND IMPROVE SELF-AWARENESS OF INDIVIDAL AS WEL AS OF A GROUP.
This model describes mutual understanding and self-awareness between individuals within a group. And also used to improve relationship of a group with another group.
This model work in four dimensions:
1) In first point person and other know about that ,like open area or open self of a person.
2) In second unknown by person but known by others,like blind area and blind self.
3) Person knows about him/herself that others do not know - hidden area, hidden self.
4) In this stage both are unknown, like unknown self.
This comment has been removed by a blog administrator.
ReplyDelete.kolb's experiential learning theory
ReplyDelete(learning styles) model
In this theory Kolb’s describe the four learning styles which based on four stage learning cycle.
Kolb's model therefore works on two levels;
First is a four-stage cycle:
1. Concrete Experience - (CE) (feeling)
2. Reflective Observation - (RO)(watching)
3. Abstract Conceptualization - (AC)(thinking)
4. Active Experimentation - (AE)(doing)
And second is four-types of learning styles:
1. Diverging (CE/RO)
2. Assimilating (AC/RO)
3. Converging (AC/AE)
4. Accommodating (CE/AE)
Kirkpatrick's learning and training
ReplyDeleteevaluation theory
In this evaluation theory you evaluate your training from start to end.
Kirkpatrick’s learning and evaluation theory have consist four steps:
1.REACTION
• What they thought and felt about the training .Their reaction towards training .
2. LEARNING
The resulting increase in knowledge or capability after having this training
3. BEHAVIOR.
• How much Extent of behavior and capability improvement and implementation/application after the training.
4.RESULT.
• And in the end you sort out the effects of training on the business or environment resulting from the trainee's performance
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Training Process Ideas
ReplyDeleteThis process have five steps
1. Assess and agree training needs.
In this step you conduct some sort of training for need analysis to determine the purpose of training. Involve the people in identifying and agreeing relevant aligned training.Also identify organizational values ,love and compassion at work also skills.
2. Create training or development specification
In this stage you identify what you want to train and develop in certain peoples and also list down training and learning steps.
3. Consider learning styles and personality
In this area you properly read the understanding style and personality of those people you want to train.
4. Plan training and evaluation
In this stage you evaluative the effectiveness before and after the training.
5. Design materials, methods and deliver training
In this stage we overview on writing technique and way of delivering like presentation etc
It is a good Model training process ideas and outline process at: http://www.businessballs.com/traindev.htm
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DeleteKOLB'S LEARNING STYLES MODEL.
ReplyDeleteDavid Kolb developed this model in 1984 and from this model he deduced Learning Style inventory. This has proven best learning theory model and widely acknowledged by the trainers. The four stage experiential learning cycle has following phases:-
a. Concrete Experience. A new experience of situation confronted and serves as basis for observations.
b. Reflective Observation. It is individual reflection/understanding of confronted situation and then perceiving what this information might be. It could also be a inconsistencies between experience and understanding.
c. Abstract Conceptualization. At this level learner conceptualize the observation/experience which provides him with new ideas or modify the existing one.
d. Active Experimentation. At this stage the learner applies the experience/observations to its surroundings to see and evaluate the outcome/results.
Kolb believes that our learning style is because of our genetics, education background, life experiences and due to our surrounding environments. he defines learning " Learning is a process where by knowledge is created through the transformation of experience". According to him any style of learning is product of two pairs of variables which he explains as "Lines of Axis" and are called Processing continuum (East-West axis, how we approach a task) and perception continuum (North-South axis, emotional responce).
Kolb's four learning styles are:-
a. The Diverger (Feeling & Watching, CE/RO). People with this learning style are good at looking for the broader perspective and meaningfully concentrating on smaller portion. They are emotional,creative and brain stormers.
b. The Assimilator (watching & thinking, AC/RO). For these kind of learners ideas and concepts are important and they follow concise and logical approach.
c. The Converger (Doing and thinking, AC/AE). These individuals are highly skilled in practical application of ideas and technical minded. They can easily find solutions to problems.
d. The Accomodator( Doing & feeling, CE/AE). Such people rely on intuition rather than logic.They use other people's work and adopt practical and experimental approach.
Explained Well: http://www.businessballs.com/kolblearningstyles.htm
Delete* DIF Analysis. A technique used when similar job is done by many people.
ReplyDelete* Kirk Patricks learning and training evolution theory has four levels of evolution essentially measuring reaction of students, increase in knowledge, behavior & capabilities improvement extent and results produced
by the trainiees in the buisness.
* Kolbs learning style model, it also shows four stage learning cycle, that is versus thinking and doing verses watching.
ReplyDelete* Johari window model, a psychological tool that enables to compare the way people percieve themselves to the way other see them. It develops understanding and interpersonal relation.
* Training design process ideas. It is the efficient way of developing training methodology focusing on a particular aspect.
Differential Item Functioning (DIF) occurs when two groups of equal ability levels are not equally able to correctly answer an item. In other words, one group does not have an equal chance of getting an item right though its member’s have comparable ability levels to the other group. If the factor leading to DIF is not part of the construct being tested, then the test is biased
ReplyDeleteJOHARI WINDOW MODEL.
ReplyDeleteA very functional model of self and group analysis given by two US Psychologists Joseph Luft and Harry Ingham in 1955. It is some thing very natural and simple that 'you can not change what you do not know'. Basing on this philosophy this model is developed and is:-
a. Simple toll for self improvement and enhancing one's self awareness.
b. Good for mutual understanding between individuals and within groups.
c. Can be used to assess and improve one group relationship with other group.
The are four quadrants in this model
a. Open. where you and other know about yourself.
b. Blind. here the area within you known to others but not yourself.
c. Hidden. Here you know about others but they do not know.
d. Unknown. this is the area which you and others do not know.this presents opportunities to explore oneself.
Presently this is very relevant in training and understanding human psyche because more emphasis is on 'soft skills' like behavior, cooperation and inter personal/group development.
Kirkpatrick's Four-Level Training Evaluation Model
ReplyDeleteThe Four Levels
Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president of the American Society for Training and Development (ASTD), first published his Four-Level Training Evaluation Model in 1959, and updated in 1975, and again in 1994.
The four levels are:
1. Reaction.
2. Learning.
3. Behavior.
4. Results.
Level 1: Reaction
This level measures how your trainees (the people being trained), reacted to the training.
Level 2: Learning
At level 2, you measure what your trainees have learned. How much has their knowledge increased as a result of the training?
Level 3: Behavior
At this level, you evaluate how far your trainees have changed their behavior, based on the training they received. Specifically, this looks at how trainees apply the information.
Level 4: Results
At this level, you analyze the final results of your training. This includes outcomes that you or your organization have determined to be good for business, good for the employees, or good for the bottom line.
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Kolb's Learning styles model
ReplyDeleteDavid Kolb published his learning styles model in 1984. The concept is based on two levels: a four stage cycle of learning and four separate learning styles which mostly focus on learner’s internal cognitive processes. It explains that the learning skills engage the acquisition of abstract concepts that can be applied flexibly in a range of situations. In this concept, the momentum for the development of new concepts is accentuated by new experiences.
Johari Window Model
ReplyDeleteThe Johari Window model was devised by American psychologists Joseph Luft and Harry Ingham in 1955.The Johari Window model is a simple and useful tool which focuses and provides a platform to improve self-awareness, and mutual understanding between individuals within a group. The Johari Window model can also be used to assess and improve a group's relationship with other groups.
1. Open Quadrant. what is known by the person about him/herself and is also known by others - open area, open self, free area, free self, or 'the arena'
2. Blind Quadrant. what is unknown by the person about him/herself but which others know - blind area, blind self, or 'blindspot'
3. Hidden Quadrant. what the person knows about him/herself that others do not know - hidden area, hidden self, avoided area, avoided self or 'facade'
4. Unknown Quadrant. what is unknown by the person about him/herself and is also unknown by others - unknown area or unknown self
http://www.businessballs.com/johariwindowmodel.htm
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DeleteTraining Design Process Ideas
ReplyDeleteTraining design is the process of creating a comprehensive document for the development of training and instruction. It also enlists the requirements like some room or building and the delivery methods. It actually lays a foundation for development of a program and the anticipated outcome of this whole process.
After consulting with the program sponsors and involving the participants in the planning process and developing a module based on these interactive sessions which must conform to the targeted needs of training. In the process all the relevant material is also collated, compiled and disseminated to all the trainees. Finally the training methodology and work plan is finalized on agreed mechanics and agreed training material based course material.
The last stage of this training plan is the evaluation of the participants to ascertain that the training objectives have been met
Training Design Process: http://www.unescap.org/ttdw/common/tfs/ffmultimodaltx/tot.pdf
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1.Differential Item Functioning Analysis:
ReplyDeleteIn training and development the success of trainee is examined by achievement test or by ability test such as psychometric test, graphology etc. DIF is the displaying differences of the probability of answering item correctly according to subgroups in every ability level of psychological structure that is aimed to be measured.
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2. Kirkpatrick(University of Wisconsin) learning and training evaluation theory is the application of cognitive ,skill based and effective theory of learning outcomes to new methods of training evaluation by attempting to move towards such a model by developing a classification scheme for evaluating learning outcome.
ReplyDeleteThe four level of Kirkpatrick's evaluation model essentially mean:
1) Reaction of Trainee--what they thought and felt about the training.
2) Learning---the resulting increase in knowledge or capability.
3) Behaviour--the extent of behaviour and capability improvement and
implementation/application.
4) Result--the effect on the business or environment resulting from the
trainee's performance.
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TRAINING DESIGN PROCESS IDEAS
ReplyDeleteMain purpose of any training is to help an individual or an organization to overcome its deficient skills and working knowledge which will help in personal career growth and production respectively. Therefore, it is imperative for any trainer to identify training parameters, shortcomings and points to ponder upon in consultation with the sponsors so as comprehensive and to the point training is designed fulfilling all the requirements.So to prepare a wholesome training module following be considered:-
a. Detailed analysis of training requirements and focal point of training.
b. Draw outline training objectives and specifications in coordination with trainee organization.
c. Evaluate trainee's personalities, level of understanding, education background and their learning styles.
d. Take in to account effectiveness of training, activities(indoor/outdoor)to be planned and performed at individual or group level.
e. Decide and finalize your curriculum, priority setting, place and method of training. Could it be out door, in class room, presentations, assignments, on job training or internal/external courses etc.
f. Must collect, collate relevant training material and print hand outs for learners where required.
g. At last evaluate the results and out come of training to ascertain the proficiency level achieved by the trainees/learners. This will indicate whether targets set for the training are achieved or still require improvement.
In this process of training the models we have discussed above are very handy in planning and executing such trainings with clear result orientation.
3.David A.Kolb(1984) style model based on experimental learning theory which outlines two related approaches towards grasping experience such as
ReplyDelete~Concrete Experience
~Abstract Experience
It also outlines two related approaches towards transferring experience.i.e.,
~Reflective observation
~Active Experimentation
The ideal learning process engage all four these modes in response to situation and demand.Four approaches must be incorporated for effective training . The learning styles are as follow:
1)Converger-Abstract conceptualization and active experimentation.
2)Diverger-Concrete experience and reflective observation.
3)Assimilator- Abstract conceptualization and reflective observation.
4)Accomdator-use concrete experience and active experimentation.
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4.The Johari Window model is a simple and useful tool for developing and improving self awareness and mutual understanding between individual withing a group.It can also be used to assess and improve group's relationship with other groups .It was designed by Americans Josephlut and Hary Ingram in 1955 at university of California.It is more important due to modern emphasis on soft skills,behaviour,empathy,co-operation and inter group development and interpersonal development.
ReplyDeleteThe Johari Window includes:
Open or Arena---Attributes that are open to every one.
Hidden of Facade---The things that you know but other don't know.
Blind Spot---You are not aware about your traits but other people see.
Unknown---These are the things about you and you and other do not know.
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5.Training Design process idea is a positive progressive approach to work-related skills,techniques and knowledge as compare to traditional training.This process involves whole person development not just transferring skills to expert by:
ReplyDelete>Enabling Learning.
>Facilitating meaningful personal development.
>Helping people to identify and achieve their own person potential.
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1.Brief on Training and Development process – typical model:The given training and development process model constitutes 8 activities which can be assessed / judged with the help of corresponding tools given against each. A typical Training process start with the training need assessment of the organization, its employees ,preparation of training plan , its implementation and finally the evaluation against the desired standard .A numbers of tools and technique / models are used for all these activities at various stages of training process .
ReplyDelete2.Difficulty, Importance, Frequency Analysis(DIF): It is one of the effective tool for evaluation of training performance and prioritizing of training needs competencies, categorizing it into: Difficulty, importance and frequency; which is done with the help of flow diagram. At the end ,priority weighing leads to efficient and usefulness in training plan's preparation.
3.Kirk Patrick’s learning and training evaluation theory: It is performance evaluation model ,consisting of 4 elements ; reaction or response of trainee after experience , extent to which knowledge was enhanced, implementation of training onto job and finally the results which decide effect of training on business .All these evaluation types are practicable but may require cooperation and skills of others at different levels.
4.Kolb’s learning styles model: This model consist of 4 learning styles(CE, RO, AC, AE) with 3 learning stages i.e. acquisition, specialization and integration. It helps in assessing the trainee skills ,style ,attributes and their learning styles in training and development process.
5.Johari Window Model: It is a simple model known as feedback model of self-awareness and serves as an information processing tool by helping in group developments and relationships' understanding. It has a 4 window perspective consisting of open / free, blind, hidden and unknown area, where panes reflect proportion of feelings ,experiences views, attitudes, skills, motivations aptitudes within individuals or groups.
6.Thinking Design Process Ideas Quality is better than Quantity: TDPI aims at improving quality rather than quantity as quality betterment helps in better understanding and training which leads to effective output and efficient result, improving an individual or company’s performance.
TAUQIR HUSSAIN
Kolb’s - Learning Styles Models
ReplyDeleteQOUTE “Learning is the process whereby knowledge is created through the transformation of experience” (David A. Kolb, 1984) “UNQOUTE
1. Learning involves the acquisition of abstract concepts that can be applied flexibly in a range of situations. In Kolb’s theory, the impetus for the development of new concepts is provided by new experiences.
2. The theory is based on an experiential learning Cycle of four phases:-
a. Phase one (Concrete Experience)
Experiencing/Encountering a new situation/experience
b. Phase Two(Reflective Observation)
Observation/Reaction basing upon the new experience
c. Phase Three Phase Three (Abstract Conceptualization )
A development of a new idea or a modification in an existing idea which may be far away from its final shape.
d. Phase four (Active Experimentation )
Application of the learned knowledge
Kirkpatrick’s learning and training evaluation theory
ReplyDelete1. Professor Donald L Kirkpatrick was president of the American Society for Training and Development. He first published his ideas in 1959, in a series of articles in the Journal of American Society of Training Directors. Later on these articles were published in Kirkpatrick's book, Evaluating Training Programs in 1994.
2. There are four levels of Kirkpatrick's evaluation model which covers different essentials of learning:-
a. Reaction of student – student’s initial feelings about the training.
b. Learning - Increase in knowledge or capability as a result of the training.
c. Behavior – the improvement or the development in the behavior and capability.
d. Results - the positive outcome of the training towards the business or environment resulting from the trainee's performance after the training.
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JOHARI WINDOW
ReplyDelete1. Two American psychologists Joseph Luft and Harry Ingham while researching group dynamics at the University of California, Los Angeles devised this model in 1955.
2. It is an extremely effective tool to understand your own personalities and the personalities around you. Professionals use it for self-awareness, personal development, group development and understanding relationships with in the communities. Johari Window has four personality shades as under:-
a. Aspects of personality which are known by oneself but not known by others.
b. Aspects of personality which are known by oneself and also known by others.
c. Aspects of personality which are not known by oneself and is also unknown by others.
d. Aspects of personality which are unknown by oneself but which the others know.
3. It is gen represented by a diagram with four boxes, which explains the four different aspects of personality.
1. The model gives an overview of the training assessment, setting of achievable goals and objectives and realistic implementable plan to train the participants. The core aspects are;
ReplyDeletea. Know yourself, your skills, style, and training needs of the trainee's job by assessing skills, style, attributes, especially their learning abilities which affect job performance and results with Psychometrics, graphology, reflection and discussion and establish psychometric profile. Make a base line of a skills and behavior set of attributes required. Counseling one on one, know the other person, listen and understand.
b. Identify and agree development priorities of the basic training plan. Identify agreed elements and standards of each part.
2. Implement, follow up, review, encourage, measure, record and support. Adjust the plan and priorities if appropriate. Prioritize training needs TNA. Counseling one on one, listen, understand. Record in writing. Task delegation form, e.g. SMART
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Delete( DIF )Differential item functioning
ReplyDelete1. The DIF stands for Differential item functioning.
2. DIF refers to a state where a difference of opinion/response is likely to occur in a group having the same abilities and corresponding skills in response to a situation. The difference of opinion can be displayed by individuals as well as groups.
3. This tool is great assistance in concluding that the response / reaction of employees/ students / trainees will have a lot of variation towards a particular problem.
4. This phenomenon will greatly assist the trainers around the globe to orientate themselves with the unexpected responses. This shall actually refrain trainers in our country to avoid pre-determined solutions.
Typical model for the training and development
ReplyDelete1. it’s a very difficult model to understand. My reasons are as under:-
a. The trainer must know himself in totality before the commencement of the training. It should not be part of the training.
b. Difficult to co- relate the activities with the tools.
c. Activities have been developed in order but the tools are not self explanatory.
d. Training plans and parameters probably should be finalized well before the commencement of the training. If it is part of the preparatory stage, then two different phases as preparatory phase and execution phase be reflected in the model.
e. End state of the training should be visible towards the concluding stages of training.
A: DIF Analysis: DIF stands for Difficulty, Importance, Frequency. DIF Analysis is a method of assessing performance, priority training needs and planning training, there are there modes: Difficulty, Importance, and Frequency
ReplyDeleteB: kirkpatrick's learning and training evaluation theory:
Kirkpatrick four level of training evaluation
1.Reaction
2.learning
3.Behavior
4.results
reaction of student - what they thought and felt about the training
learning - the resulting increase in knowledge or capability
behaviour - extent of behaviour and capability improvement and implementation.
results - the effects on the business or environment resulting from the trainee's performance
C: Kolb's learning theory is about four learning modes.
Kolb's model therefore works on two levels - a four-stage cycle:
Concrete Experience -(CE)
Reflective Observation -(RO)
Abstract Conceptualization -(AC)
Active Experimentation -(AE)
Knowing a person's learning style enables learning to be orientated according to the preferred method. That said, everyone responds to and needs the stimulus of all types of learning style to one extent or another its a matter of using emphasis that fit best with the given situation and a persons learning style preference.
D: The Johari Window model
The Johari Window model is a tool for and improving self-awareness, and mutual understanding between individuals within a group.
johari window four regions
what is known by the person about him and is also known by others - open area, open self, free area, free self, or 'the arena'
what is unknown by the person about him but which others know - blind area, blind self, or blindspot
what the person knows about him that others do not know hidden area, hidden self, avoided area, avoided self or 'facade'
what is unknown by the person about him and is also unknown by others unknown area or unknown self..
E:
It is the process that is used to ensure that the training is designed in such a direction that the receiver can learn the true message of the training easily.The clarity about the training needs , the purpose of training and clarity in the minds of audience must prevail before the outset of training. The participant’s needs must be found through surveys..
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