Learning need

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Learning needs analysis research presented in Osaka. www.slydesign.it

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  • Copertina\n
  • [1] The learning need analysis represents the essential condition to successfully design training paths. \nIn fact, without a preliminary analysis about the actual target needs it wouldn’t be possible to define \n[2] the courses objectives \n[3] and the expected results.\n
  • [1] The learning need analysis represents the essential condition to successfully design training paths. \nIn fact, without a preliminary analysis about the actual target needs it wouldn’t be possible to define \n[2] the courses objectives \n[3] and the expected results.\n
  • [1] The learning need analysis represents the essential condition to successfully design training paths. \nIn fact, without a preliminary analysis about the actual target needs it wouldn’t be possible to define \n[2] the courses objectives \n[3] and the expected results.\n
  • [1] Our objective is give an operational answer to a widespread need companies and organizations often incur into: \n[2] how to combine learning activities and strategic objectives by identifying an actual learning need analysis method.\n[3] For this purpose, we propose a procedural model based on a quantitative investigation model articulated in three phases:\n[4] An operational definition of the learning need concept;\n[5] A description of the analysis method and its implementation phases;\n[6] An application of the model to a concrete case study.\n
  • [1] In order to provide an effective and complete definition of the “learning need” concept, let’s start from the general definition and try to reach a more specific and operational explanation.\n
  • Considering organizations as the reference frame, the learning need can be defined as: \n[1] “an integrated system of knowledge and abilities subjects must and can acquire through formal, informal and non-forjmal learning processes. The aim is operating in a competent way, coherently with their activities and in accordance with the strategic objectives and the organization values system.”\n
  • [1] But, in order to conduct a quantitative analysis, we have to take into account some considerations about the learning need measurability. \n[2] First of all, we must define the distinction between “virtual” and “real” learning need;\n[3] Then we have to describe the meaning of these two variables in the learning effectiveness definition.\n
  • [1] But, in order to conduct a quantitative analysis, we have to take into account some considerations about the learning need measurability. \n[2] First of all, we must define the distinction between “virtual” and “real” learning need;\n[3] Then we have to describe the meaning of these two variables in the learning effectiveness definition.\n
  • [1] But, in order to conduct a quantitative analysis, we have to take into account some considerations about the learning need measurability. \n[2] First of all, we must define the distinction between “virtual” and “real” learning need;\n[3] Then we have to describe the meaning of these two variables in the learning effectiveness definition.\n
  • [1] The Virtual learning need coincides with \n[2] the whole competencies system a subject should get to coherently operate with the organization objectives.\n
  • [1] The Virtual learning need coincides with \n[2] the whole competencies system a subject should get to coherently operate with the organization objectives.\n
  • [1] The Real Learning Need represents \n[2] a subset of the “virtual” learning need and covers all knowledge and abilities still not acquired at the moment the analysis is carried out.\n[3] It is the difference between virtual Learning Need and the actual Competencies System (CSa) of the organization members.\n
  • [1] The Real Learning Need represents \n[2] a subset of the “virtual” learning need and covers all knowledge and abilities still not acquired at the moment the analysis is carried out.\n[3] It is the difference between virtual Learning Need and the actual Competencies System (CSa) of the organization members.\n
  • [1] The Real Learning Need represents \n[2] a subset of the “virtual” learning need and covers all knowledge and abilities still not acquired at the moment the analysis is carried out.\n[3] It is the difference between virtual Learning Need and the actual Competencies System (CSa) of the organization members.\n
  • [1] Trough this distinction it’s possible to pass the mere subjective dimension of the learning need \n[2] in favour of a more objective dimension. \n[3] This way, we’ll be able to:\n[4] “photograph” the actual situation and taking into account all the affecting design factors; \n[5] obviates the risk of redundancy and helps to overcome the actual existing gaps.\n
  • [1] Trough this distinction it’s possible to pass the mere subjective dimension of the learning need \n[2] in favour of a more objective dimension. \n[3] This way, we’ll be able to:\n[4] “photograph” the actual situation and taking into account all the affecting design factors; \n[5] obviates the risk of redundancy and helps to overcome the actual existing gaps.\n
  • Learning need

    1. 1. The learning needs analysis
    2. 2. Learning Needs Analysis es tiv s ec l t bj su O e es d R rs te ou ecC p Ex
    3. 3. Th e go al
    4. 4. Quantitative model1. Definition of the learning need2. The analysis method al go e Th3. Application of the model
    5. 5. Learning Need: a general definition
    6. 6.
    7. 7. 
 Learning need An integrated system of knowledge and abilities subjects must and can acquire through formal, informal and non-formal learning processes
    8. 8. “Virtual” Learning need (LNv ) ≠ “Real” Learning need (LNR ) ctive ness rning Effe Lea
    9. 9. Virtual Learning NeedThe competencies system a subjectshould get to coherently operate with the organization objectives
    10. 10. Real Learning NeedA subset of the “virtual” learning needand covers all knowledge and abilities still not acquired at the moment the analysis is carried out LNR= LNV-CSA
    11. 11. Subjective dimensionObjective dimension
    12. 12. We’ll be able to:•photograph the actual situation•obviates the risk of redundancy

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