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Scott Morrison summarized his project to improve adult learning environments at orientation sessions for new employees. He researched techniques including using the 5W's, setting an engaging stage, encouraging interaction, and assessing different levels of learning. After implementing these new techniques, employee and stakeholder evaluations of the program became more positive, facilitators were more motivated, and employee learning retention improved. Morrison drew from literature on effective training and adult learning to guide improvements as the director of career services at his long-term care organization.
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This document provides an overview of formal and informal learning in organizations and how technology impacts adult learning and development. It defines formal learning as planned learning in a structured setting, such as courses, while informal learning occurs through unplanned experiences like networking or mentoring. Research shows informal learning accounts for 80% of learning in organizations. The document then discusses how various technologies like social media, mobile devices, and online collaboration tools can facilitate informal workplace learning. It concludes by presenting learning trends, such as the abundance of online resources and expectation of anytime, anywhere learning, as well as emerging technologies that may influence the future of adult education.
Current Practices, Trends and Emerging roles in Learning and Development
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The document discusses current practices, trends, and emerging roles in learning and development (L&D). It begins by defining human resource development (HRD) and examining how the definitions have evolved over time from 1964 to the present. It then covers trends in the people, organization, and resources aspects of L&D. Specifically, it discusses trends in continuous professional development and roles for L&D professionals, as well as practices used for developing employees both in-house and externally. The document suggests that areas like coaching, in-house programs, and eLearning are growing in importance and usage within the L&D field.Hrd 659 session 3 hrd & adult learning
This document discusses the differences between human resource development (HRD) paradigms of learning and performance. It outlines the core assumptions of each, with the learning paradigm focused on individual education and development, while the performance paradigm aims to improve overall organizational performance. The document concludes that integrating both paradigms best serves HRD, as focusing only on learning or performance could marginalize the field, and that balancing individual and organizational goals is important.
Andragogy[3]
Andragogy refers to the method and practice of teaching adult learners. It was originally coined in 1833 and further developed by Malcolm Knowles, who articulated key assumptions about adult learners. Knowles proposed that adult learners are self-directed, task-oriented, and benefit most from learning that can apply immediately and that they have chosen for themselves. Heutagogy builds upon andragogy by focusing on truly self-determined learning and the skills needed to learn continuously in a rapidly changing world.
How Do Adults Learn
The document discusses principles of andragogy, or adult learning theory, including key assumptions put forth by Malcolm Knowles. It outlines six assumptions of andragogy: that adults need to know why they are learning something; see themselves as self-directed learners; draw on prior life experiences; are ready to learn things that help them cope with real-life situations; are problem-centered in their orientation; and are internally, rather than externally, motivated to learn. It also discusses how these assumptions differ from traditional pedagogy and should influence the facilitator's role and design of learning activities for adult students.
Meet the modern learner [infographic]
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The development of the concept of HRD, HRD practice in Indian and Global Context, The Profession of HRD and Implementation, The Challenges of HRD on 21st Century .....
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The Future of Corporate Learning - Ten Disruptive Trends
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A
This study examines the impact of demographic factors on employees' attitudes towards training programs. A survey was conducted of 100 employees at ONGC Ahmedabad across various demographic characteristics like age, gender, education level, marital status and designation. The study aims to determine if there are significant relationships between these demographic factors and employee perceptions of important training program aspects such as importance of training, training hours, duration, interval between programs and location. Chi-square tests will be used to analyze the data and determine if demographic factors influence employee attitudes towards training. The results could help design more effective training programs that better address employee needs based on their profiles.
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Research In Action: Issue 3
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and Gamification Top Premier Essays.docx
This document discusses e-training methods and gamification in human resources training. It describes several common e-training methods like e-learning, webinars, and computer-based training. It also explains that gamification, which uses game mechanics to engage learners, is an emerging popular topic in HR training. For example, gamification could be used to motivate employees to complete online training modules. The document concludes by asking if gamification can help elevate training to the next level.
Exploring Career Devtat Csu
This document provides information about career development at Charles Sturt University, including definitions of career planning, development, and management. It outlines the objectives of career development workshops, discusses career choice concepts and supporting the professional development of staff. Career development sits within the university's Continuing Professional Development Framework and consists of career planning, development, management, and support.
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Upon entering a new position as Executive Director of the Sunbright Community Outreach Center, you discovered unstable working conditions, internal conflicts between staff, loss of clients and funding relationships due to the actions of the previous director. It will be your task to identify the organizational problems, apply theories of organizational functioning and problem solving models to restore stability and rebuild trust and relationships both within the organization and with the community.
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Research design final / MM Bagali, HRM, HRD, HR< MBA Research, Management ...
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This document outlines the steps in developing a research design to study employee empowerment. It begins with identifying the problem, purpose, and objectives of the study. Exploratory and descriptive research designs are selected to understand innovative workplace practices that empower employees. Hypotheses are developed around factors like sense of belonging, organizational climate, access to information, and the role of leadership in empowerment. The scope is an Indian food processing company known for its empowering human resource practices. A holistic sampling approach studies all employee levels. Both qualitative and quantitative data is collected through interviews, discussions, questionnaires and observations to understand empowerment from different angles. Areas of inquiry include systems, practices, leadership development, decision making, and employee participation.Speaking Engagement
The Workforce Boards of Metropolitan Chicago and other sponsors convened a healthcare workforce retention conference to address labor shortages. Over 100 participants and presenters attended, including representatives from healthcare facilities, community colleges, and workforce boards.
Presenters from Clarian Health Partners, Sherman Health, Advocate Health Care, and Seattle Partnership discussed their employee career development programs, which include career counseling, skills assessments, educational opportunities, and pathways for career growth. These programs aim to enhance recruitment, retention, job performance, and satisfaction.
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1©McGraw-Hill Education. All rights reserved. Authorized o
1
©McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw-Hill Education.
Chapter One:
Introduction
to the Field of
Organizational Behaviour
©McGraw-Hill Education.
Shopify
Ottawa-based Shopify is a rapidly growing technology
success story due to its focus on teamwork, employee
motivation, organizational culture, and other effective
organizational behaviour practices.
© Shopify
©McGraw-Hill Education.
Organizational Behaviour and Organizations
© Shopify
Organizational behaviour
• Studies what people think,
feel, and do in and around
organizations
Organizations
• Groups of people who work
interdependently toward
some purpose
• Collective entities
• Collective sense of purpose
2
©McGraw-Hill Education.
Importance of OB
© Shopify
OB helps people in all jobs:
• Comprehend and predict
workplace events
• Adopt more accurate
personal theories
• Influence organizational
events
Vital to the organization’s
survival and success
• Predicts firm’s performance
• Predicts hospital quality
• OB concepts are positive
screens in investment
decisions
©McGraw-Hill Education.
Technological Change
Long history as a disruptive force in organizations
Effects of technological change
• Higher productivity, but displaces employees/occupations
• Alters work relationships and behaviour patterns
• Improves health and wellbeing
Effects of information technology
• Greater employee voice to executives
• Less work-nonwork separation, less attention span, more
techno-stress
©McGraw-Hill Education.
Globalization
Economic, social, and cultural connectivity with people
in other parts of the world
Due to better information technology and
transportation systems
Effects of globalization on organizations
• Larger markets, lower costs, more knowledge
• Affects teamwork, diversity, cultural values, leadership
• Increases work intensification, reduces job security
3
©McGraw-Hill Education.
Emerging Employment Relationships
Due to technology, globalization, etc.
• Longer hours, less work-nonwork separation
Work-life balance -- degree of conflict between work
and nonwork demands
Remote work
• Working at client sites (e.g. repair technicians)
• Teleworking (telecommuting) – working from home
©McGraw-Hill Education.
Remote/Telework Benefits and Problems
Remote/Telework Benefits
• better work-life balance
• valued work benefit
• higher productivity
• better for the environment
• lower real estate costs for company
Remote/Telework Disadvantages
• more social isolation, less co-worker interaction
• less informal communication to help career advancement
• lower team cohesion, weaker organizational culture
Remote work benefits depends on person, job, firm
©McGraw-Hill Education.
Increasing Workforce Diversity
Surface-level vs. deep-level diversity
Consequences of diversity
...
janes resume
Jane Fisher has over 25 years of experience in human resources management. She is currently the Director of Employment, Employee & Labor Relations at Adelphi University, where she oversees recruitment, compensation, labor relations, employee relations, and training programs. Previously, she held human resources roles at Dime Savings Bank/Anchor Savings Bank, where she was responsible for recruitment, employee relations, management development training, and ensuring compliance with EEO policies. She has a Master's degree in Counseling Psychology and a Bachelor's degree in Political Science.
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