The document discusses training and learning in organizations. It addresses how changes in policies, people, or technology create a need for learning to avoid negative consequences. It distinguishes between learning and training, and outlines the process of designing and implementing training through needs analysis, objectives setting, learning events, and performance assessment. Key knowledge types are also defined. Appreciative inquiry is presented as a method for needs analysis that focuses on an organization's strengths to envision better performance through support and challenge.
9. K
Facts – Laws of Demand and Supply
Procedure – Purchase Procedure, Accounting Procedure
Concepts – Consumption, Production, Cost, Revenue
Meta cognition.
U
A
A
S
E
10. The best objectives are written so that they are clear-
cut and easy to understand. The use of certain "action"
words to describe the action or task to be observed or
evaluated is vital in developing good objectives. The
use of certain types of words should be avoided
because their meanings are open to a wide range of
interpretations.
Words To Avoid Using In an Objective
to learnto respectto masterto really appreciateto
understandto knowto appreciate
11. Words To Use In an Objective
to adjust
to administer
to align
to analyze
to ascertain
To assemble
to calculate
to calibrate
to Change
to charge
to check
to clean
to compare
to complete
to compute
to connect
to construct
12. to process
to reassemble
to recite
to regulate
to relate
to remove
to repair
to repeat
to replace
to restore
to select
to service
to set
to show
to signal
to state
to store
to test
14. Here is change in policy……
Discipline ……without punishment…..
15. Its an area where we need to build capacity ….TNA
suggests ….
New policy impacts….
16. For TNA
One suggested method is -Appreciative Inquiry
Its different yet useful…
Its supportive and challenging simultaneously ;
Support and challenge are conflicting ideas.
Support;-accept /affirm where they are /appreciate
what they have /build on it.
Challenge :-thinking out of box/envisioning better
future/asking for better and different.
17. Have clear vision what you want- appreciate what you
have-ignite and imagine what might be …….
Sustaining that vision …is challenge and training has
a role to play…..
building on existing strengths…….needs
continuous inquiry what works and what does not..
What works ..train more and more….
18. Four steps of appreciative inquiry;-
Appreciating best of what is
Exploring ideals of what might be
Agreeing on what should be
Innovating what can be
21. Beyond appreciative Inquiry
There is SEARCH STRATEGY by Weibord 1987
Organization learning Theory (Senge 1990)
Action learning (Noel 1998)
Transformational development
Finding common ground 1992
These are some approaches in