1.1 Comparing different learning styles There are various learning styles that can be practiced for imparting training and learning to employees in an organization. Activist:This style involves people in learning by doingactivities.Theyaremadetopractically perform tasks to learn new skills. Activists can learn efficiently when they are made to lead discussions and problem solving sessions and made to perform incompetitiveenvironment(RidingandRayner, 2013, p.203).
Continued… Pragmatic:Pragmatics are learners who like toimplementlearnedskillsinrealworld problems.Theylearnbestwhentheyare allowedtoexperimentwithideasand theories,providedwithtechniqueswith immediatepracticaladvantagesand implement what they have learned.
Continued… Kolb’s learning style:Kolb’s learning inventory identifies four learning styles based on four stage learning cycle that help develop self awareness, mutual understanding and team building. Itincludesconcreteexperience,reflective observation,abstractconceptualizationand activeexperimentation(DeCoux,2016,p.205). Concrete experience builds proper observation of the activities, reflections are further assimilated to build abstract concepts that allow employees to experiment and learn new skills.
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Continued… Learningtheories:Severallearningtheories can be appliedfortransferringlearninginthe workplace. Behaviorism:Thistheorydenotesthat learnersarelikeblankpagesthatcanbe filled by providing experiences.
Continued… Cognitivism:Thisdeterminestheideaof through process behind behaviour. It states that human have cognitive sense that allow them to process information rather than just responding to stimuli.
Continued… Constructivism:It is based upon idea that peopleconstructownperspectiveofthe world based on personal experiences. Eachlearnerhasdifferentmindsetand perceptions and learning depends upon how theyinterprettheirindividualexperiences and what do they learn from it (Ertmer and Newby, 2013, p.62).
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1.2 Role of learning curve and importance of transferring learning to workplace Learningcurveisanindicatorofthe performanceoftheemployeesthat determinesthelearningprogressof individuals. Learning curve is useful for both learners and managersforassessmentofthelearning experienceprovidedandgainedandisset against the time scale and task performed.
Continued… Transferoflearningistheprocessof applyingacquiredskillsandknowledgein new situations. It is imperative that managers andexecutiveseffectivelytransferlearning process to the workplace for human resource development for better business growth.
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1.3 Contribution of learning styles and theories in planning a learning event Whenplanningalearningeventitisimperative thatpracticalapplicationsoflearningstylesand theoriesareincludedintheeventsoasto effectively impart the knowledge and skills to the workforcestofulfilllearningneedsand development of employees. Application of learning styles and theories provide an easy way to HR managers to convey employees what is expected out of themby the organizations and why and how they can develop themselves for bothindividualbenefitsandorganizational performance (Kappet al.2016, p.271).
Reference List De Rijdt, C., Stes, A., van der Vleuten, C. and Dochy, F., 2013. Influencing variables and moderators of transfer of learning to the workplacewithintheareaofstaffdevelopmentinhigher education:Researchreview.EducationalResearchReview,8, pp.48-74. DeCoux, V.M., 2016. Kolb's learning style inventory: A review of its applicationsinnursingresearch.JournalofNursing Education,29(5), pp.202-207. Ertmer,P.A.andNewby,T.J.,2013.Behaviorism,cognitivism, constructivism: Comparing critical features from an instructional designperspective.PerformanceImprovementQuarterly,26(2), pp.43-71. Furnham, A. and Crump, J., 2015. The Myers-Briggs Type Indicator (MBTI) and Promotion at Work.Psychology,6(12), p.1510.
Continued… Kapp,K.M.,Latham,W.F.andFord-Latham,H., 2016.IntegratedlearningforERPsuccess:Alearning requirements planning approach. CRC press. Pedersen, P.C. and Slepniov, D., 2016. Management of the learningcurve:acaseofoverseasproductioncapacity expansion.International Journal of Operations & Production Management,36(1), pp.42-60. Radhakrishna, A. and Raju, R.S., 2015. A Study on the Effect ofHumanResourceDevelopmentonEmployment Relations.IUP Journal of Management Research,14(3), p.28. Riding, R. and Rayner, S., 2013.Cognitive styles and learning strategies: Understanding style differences in learning and behavior. Routledge.
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