What is Web 2.0?
Are we using any Web 2.0 applications in class?
How do you feel about using these Web 2.0 applications?
Which 3 Web 2.0 applications do you think will be the killer apps of 2007? Why?
Web 2.0 is a new generation of web-based services. Web 2.0 is allowing end-users new ways of communicating news, ideas, and various other ways to get information out to others. Web 2.0's main focus is online collaboration and sharing among its users. Some examples of Web 2.0 are Blogger, Wiki's, etc.
The Web 2.0 applications we are using in class include Blackboard, Blogger, and Wikispace.
Blackboard is software that allows instructors and student away to communicate inside and outside of the classroom.
Blogger is where members can express their thoughts and ideas presented as journal entries.
Wikispace is where people can come together and develop their own web pages where a group of people can edit together.
I enjoy using these applications for school purposes. I feel like I can communicate easier online than I can in a classroom. I am able to express and get my thoughts together in a way I feel more comfortable with.
Three applications I believe could be killer applications of 2007 are Blogger, Myspace/Facebook, and Wikipedia.
Applications like Blogger are giving people ways to communicate their ideas and theories to anyone willing to read them. People are able to post anything of importance to them and then receive feedback/opinions from complete strangers.
Myspace/Facebook are allowing people to keep in contact with friends from school, work, people with similar interest, etc. Myspace/Facebooks also combines various Web 2.o applications into it with ways to blog, etc.
Wikipedia is offering a new way to get information about any topic of interest. Wikipedia is the new encyclopedia but is completely run by end-users. People are allowed to post and edit information as they please.
Tuesday, February 27, 2007
Monday, February 19, 2007
Chapter 4
1. What learning condition do you think is most necessary for learning to occur? Which is least critical? Why?
2.What value would it be to know that you were going to be training a class of persons between the ages of 20 and 35? Would it influence the approach you would take? How?
3. How do instructional objectives help learning to occur?
4.Can allowing trainees to make errors in training be useful? Explain.
5.Detailed lesson plans have important information for trainers. List the different types of information found in a detailed lesson plan. Also, indicate the importance of each type of information for learning.
1. The learning condition I think is most necessary for learning to occur is Social Learning. Social learning emphasizes that people learn by observing other persons whom they believe are credible and knowledgeable. For me I tend to learn quicker if I am able to be around someone who already has the knowledge of what I’m learning. I sometimes find it difficult to understand certain things if I go into them with know guidance. I also feel better about what I’m learning if I have someone that knows about the subject telling me I’m doing the right thing. The least critical condition is reinforcement. Reinforcement emphasizes that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors. The reason I believe this condition is least critical is because I think that when you learn something it will be obvious that you will either get a good outcome or a bad outcome. I don’t really focus how I learn on whether in the end I’ll be ahead or behind.
2. If I was going to teach a training class of persons between the ages of 20 and 35 I would be more than welcome to do it. I would be in an age group that is growing up with me and should have some knowledge of what is the latest information they are trying to learn. It would influence the approach I took to some degree but not much. I would tailor the program to make sure everyone was on the same page. I wouldn’t think I would have to go into great detail about everything, but a little on some that I thought might not have reached everyone. After giving out a Needs Assessment questionnaire and knowing their skills I would be in a better place of deciding how much detailed information would be taught.
3. Instructional objectives help learning to occur by giving employees a positive learning environment or good instruction to perform the needed tasks the training program is suppose to do. An instructional objective give employees the objectives, tell them where it applies, gives them plenty of practice, and feedback. By the end employees should be able to get the most out of the training program.
4. I believe allowing trainees to make errors is one of the best ways to learn. Through errors trainees will be better at understand what to do and what not to do. Allowing errors will also help the trainees with troubleshooting when a customer gets the same error.
5. The different types of information found on a detailed lesson plan include learning objectives or outcomes, target audience, prerequisites, time, lesson outline, activity, support materials, physical environment, preparation, lesson topic, evaluation, and transfer and retention. The most important type is the learning objectives and outcomes. You want to know what the lesson is to accomplish and the best way to present the information for the best possible outcome. Next is the target audience because it will have with choosing meaningful examples, determining content, deciding on support materials, and building credibility. Prerequisites help trainees and instructors know who is qualified for the program and what needs to be done in order to participate. Time, lesson outline, activity, support materials, physical environment, preparation, and lesson topic can be categorized with equal important. They all are needed to make sure the program runs smoothly and the trainees get the most out of the program. Finally evaluation and transfer and retention close up a lesson plan be making sure everything is accomplished so that employees take the new knowledge and apply it to their job and remember that information for years to come.
2.What value would it be to know that you were going to be training a class of persons between the ages of 20 and 35? Would it influence the approach you would take? How?
3. How do instructional objectives help learning to occur?
4.Can allowing trainees to make errors in training be useful? Explain.
5.Detailed lesson plans have important information for trainers. List the different types of information found in a detailed lesson plan. Also, indicate the importance of each type of information for learning.
1. The learning condition I think is most necessary for learning to occur is Social Learning. Social learning emphasizes that people learn by observing other persons whom they believe are credible and knowledgeable. For me I tend to learn quicker if I am able to be around someone who already has the knowledge of what I’m learning. I sometimes find it difficult to understand certain things if I go into them with know guidance. I also feel better about what I’m learning if I have someone that knows about the subject telling me I’m doing the right thing. The least critical condition is reinforcement. Reinforcement emphasizes that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors. The reason I believe this condition is least critical is because I think that when you learn something it will be obvious that you will either get a good outcome or a bad outcome. I don’t really focus how I learn on whether in the end I’ll be ahead or behind.
2. If I was going to teach a training class of persons between the ages of 20 and 35 I would be more than welcome to do it. I would be in an age group that is growing up with me and should have some knowledge of what is the latest information they are trying to learn. It would influence the approach I took to some degree but not much. I would tailor the program to make sure everyone was on the same page. I wouldn’t think I would have to go into great detail about everything, but a little on some that I thought might not have reached everyone. After giving out a Needs Assessment questionnaire and knowing their skills I would be in a better place of deciding how much detailed information would be taught.
3. Instructional objectives help learning to occur by giving employees a positive learning environment or good instruction to perform the needed tasks the training program is suppose to do. An instructional objective give employees the objectives, tell them where it applies, gives them plenty of practice, and feedback. By the end employees should be able to get the most out of the training program.
4. I believe allowing trainees to make errors is one of the best ways to learn. Through errors trainees will be better at understand what to do and what not to do. Allowing errors will also help the trainees with troubleshooting when a customer gets the same error.
5. The different types of information found on a detailed lesson plan include learning objectives or outcomes, target audience, prerequisites, time, lesson outline, activity, support materials, physical environment, preparation, lesson topic, evaluation, and transfer and retention. The most important type is the learning objectives and outcomes. You want to know what the lesson is to accomplish and the best way to present the information for the best possible outcome. Next is the target audience because it will have with choosing meaningful examples, determining content, deciding on support materials, and building credibility. Prerequisites help trainees and instructors know who is qualified for the program and what needs to be done in order to participate. Time, lesson outline, activity, support materials, physical environment, preparation, and lesson topic can be categorized with equal important. They all are needed to make sure the program runs smoothly and the trainees get the most out of the program. Finally evaluation and transfer and retention close up a lesson plan be making sure everything is accomplished so that employees take the new knowledge and apply it to their job and remember that information for years to come.
Sunday, February 4, 2007
Chapter 3 Homework
2. If you were going to use online technology to identify training needs for customer service representatives for a web-based clothing company, what steps would you take to ensure that the technology was not threatening to employees?
Steps that could be taken to ensure technology was not threatening to employees is to make sure you use the information to help the employees with future training and development activities and not to punish them. Offer the employee additional training on skills needed to improve job performance.
3. Needs assessment involves organiztion, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why?
The most important needs assessment analysis is person analysis because it identifies employees who need training. It is important to identify specific persons who need training as to not waste company time and money.The analysis that is least important is task analysis because it is time-consuming, tedious process that involves a large time commitment to gather and summarize data from many different persons in the company.
4. Why should upper-level managers be included in the needs assessment process?
Upper-level managers should be involved in the needs assessment process because:
- they view needs assessment process from a broader company perspective
- also involved in identifying business functions or units needing training and in determining if the company has the knowledge, skills, and abilities in the work force that are necessary to meets its strategy and be competitive in the marketplace
- be involved to determine whether training meets the company’s strategy and then to provide appropriate financial resources
Steps that could be taken to ensure technology was not threatening to employees is to make sure you use the information to help the employees with future training and development activities and not to punish them. Offer the employee additional training on skills needed to improve job performance.
3. Needs assessment involves organiztion, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why?
The most important needs assessment analysis is person analysis because it identifies employees who need training. It is important to identify specific persons who need training as to not waste company time and money.The analysis that is least important is task analysis because it is time-consuming, tedious process that involves a large time commitment to gather and summarize data from many different persons in the company.
4. Why should upper-level managers be included in the needs assessment process?
Upper-level managers should be involved in the needs assessment process because:
- they view needs assessment process from a broader company perspective
- also involved in identifying business functions or units needing training and in determining if the company has the knowledge, skills, and abilities in the work force that are necessary to meets its strategy and be competitive in the marketplace
- be involved to determine whether training meets the company’s strategy and then to provide appropriate financial resources
Chapter 2 Homework
2. What do you think is the most important organizational characteristic that influences training? Why?
I believe the most important organizational characteristic that influences training is staff involvement in training and development. It is important because it determines how often and how well a company’s training program is used. If managers are aware of what development activity can be achieved they will be more willing to get involved. They would also want to be more involved if incentives were used. With the help of employees planning their own development companies will support training and development activities. Identifying the needs of employees helps move to greater involvement in training and development.
3. What is human capital? How is human capital influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge?
Human capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work. Human capital is influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge by offering employees ways of communicating their ideas/suggestions to better improve business functions through email and/or websites. If those ideas are approved they can be sent online to other business branches to be implemented.
6. What are the advantages and disadvantages of a centralized training function?
Advantages of a centralized training function include:
- helps drive stronger alignment with business strategy
- allows development of a common set or metrics or scorecards to measure and report rates of quality and delivery
- helps to streamline processes
- gives the company a cost advantage in purchasing training from vendors and consultants because of the number of trainees who will be involved
- helps companies better integrate programs for developing leaders and managing talent with training and learning during times of change
Disadvantages of a centralized training function include:
- multiple lines authority
- can be expensive
- may become rigid and inflexible when dealing with day to day training issues
I believe the most important organizational characteristic that influences training is staff involvement in training and development. It is important because it determines how often and how well a company’s training program is used. If managers are aware of what development activity can be achieved they will be more willing to get involved. They would also want to be more involved if incentives were used. With the help of employees planning their own development companies will support training and development activities. Identifying the needs of employees helps move to greater involvement in training and development.
3. What is human capital? How is human capital influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge?
Human capital refers to the sum of the attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work. Human capital is influencing the changing role of training from skill and knowledge acquisition to creating and sharing knowledge by offering employees ways of communicating their ideas/suggestions to better improve business functions through email and/or websites. If those ideas are approved they can be sent online to other business branches to be implemented.
6. What are the advantages and disadvantages of a centralized training function?
Advantages of a centralized training function include:
- helps drive stronger alignment with business strategy
- allows development of a common set or metrics or scorecards to measure and report rates of quality and delivery
- helps to streamline processes
- gives the company a cost advantage in purchasing training from vendors and consultants because of the number of trainees who will be involved
- helps companies better integrate programs for developing leaders and managing talent with training and learning during times of change
Disadvantages of a centralized training function include:
- multiple lines authority
- can be expensive
- may become rigid and inflexible when dealing with day to day training issues
Subscribe to:
Comments (Atom)