...Activity 1 The training session is designed for adults, therefore is autonomous and self-directed, discussions are encouraged with and between the participants, as their own experience is an important resource. This helps with the learning cycle, as they are asked to think about a concrete situation, reflect on it, afterwards we move on to the theory and we finish by planning what they would do differently next time. In order to appeal to different learning styles, different methods are used in this training. We have a case study, group discussions, an established theory and a video. Several factors that may affect learning are considered to help the learners to achieve the objectives. Firstly, individual factors, i.e. prior knowledge, the presentation starts with a short discussion of the concept of ‘Time Management’ (TM) to find out what information needed to pre-teach before jumping into the actual lesson. Another individual factor is motivation; people who are motivated to learn something generally succeed, even if they have to work hard to do so. The benefits are highlighted at the beginning of the presentation in order to make it relevant to the participants and increase their motivation. Secondly, environmental factors, i.e. physical conditions, the room layout should be appropriate, with good lighting, comfortable temperature and ventilation; and trainer’s approach, where the session should have a participatory climate to facilitate learning. The training session...
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...Individual and environmental factors that impact on adult learning INDIVIDUAL ENVIRONEMENTAL POSITIVE Diversity: Adults have experiences that influence their learning, and sharing their life story with other learners makes a training session more interesting by engaging into conversation. Creating a positive learning environment: Make sure that the room temperature is adequate, enough chairs for everyone to sit comfortable and making all the learners feeling relaxed during the entire session. NEGATIVE Language: Having a session with multicultural adults can cause confusion and misunderstanding with some learners. It is important to ask questions if they understood everything and also speak slow and clear. Location of venue: As all learners come from different parts of the country it is important to familiarize them with the location and how to get there. It needs to be close to public transport and have a nearby car park. Also the surrounding should be peaceful as noise from traffic or other factors can impact negatively on the session. Principles of adult learning Principle How the planned activity reflects 1. Adults are internally motivated and self-directed. As all the learners choose the CIPD course it makes them highly motivated and self-directed. 2. Adults bring life experiences and knowledge to learning experiences. Formative assessments throughout the session by questioning learners about their experiences and opinions. 3. Adults are goal oriented...
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...Tracy King 3DLA Reflective Statement Creating a Positive Learning Environment Learning environment – I chose to arrange the room in a horse-shoe shape with participants seated behind desks. This enabled everyone to have a clear view of the screen for my power-point point and video presentations. The desks were needed as the icebreaker and activities required making written notes. I provided fish shaped biscuits and sweets to promote the FISH theme and ensured participants had pens, post-it notes and paper required for the activities and icebreaker. I began my session my introducing everyone to Nemo swimming in his bowl of water. This was to attract their attention and give the indication that this session was informal and fun. My session started with a run through general housekeeping information to ensure members knew how long the presentation would last, where to locate toilets etc and a few rules on using mobile phones etc. The aim was to help participants to feel more relaxed and familiar with their surroundings. I also checked everyone was comfortable with the temperature and seating within the room. Presentation Strategies My presentation began with an icebreaker whereby everyone wrote their mood on a label and wear it throughout the session. Members were asked to read out their label in turn. The purpose of this activity was to get learners to think about how they were feeling, eg ‘tired, uncomfortable, stressed’. This was revisited at the end of...
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...Reflective writing – Matching Consumer Psychology with Effective Communication Styles On 03/11/15 I instructed two people in the training of “matching consumer psychology with effective communication styles”. The intention of the plan was that my training had a strong structure using the “KISS” technique (Keep It Simple Stupid) and had a solid start, solid middle and a solid end. By doing this I felt it identified the need for my subject matter in the current commercial environment. The way I conveyed the information was by preparing a slide show that would especially appeal to visual learners; I then provided handouts so the visual learners had another way to follow along. For the predominately auditory learners in my group I made sure that I repeated every word that was on the presentation slides, I also encouraged the group to ask questions so they could learn from the answers I gave. I tried to use the newsreaders approach by explaining what our objectives are at the beginning and what we will learn, then to explain what we have learned so far in the middle of the session and what we have learned on the whole at the end of the session. I was effective with explaining this at the start and middle but towards the end of the training I was conscious on time and unfortunately missed the summary part out. For the Kinetic learners in my group I made sure we had an interactive and simple case study at the end which I also used as my barometer on what the whole group have...
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...Unit title Delivering Learning and Development Activities Level 31 Credit value 6 Unit code 3DLA Unit review date Sept. 2011 Purpose and aim of unit This core unit will provide the knowledge and skills required to deliver planned learning and development (L&D) activities, for example one-to-one, small group and large group sessions. The need for learning and development arises for diverse reasons, including both individual self-assessment and organisational assessment. A learning and development needs analysis may identify organisational challenges or problems affecting employees, for example major organisational change; the introduction of new operations or systems and/or the maintenance of existing operations or systems. The identification of learning and development needs may also arise during an induction process. This unit will review adult learning principles and the learning cycle, but the main focus will be on the importance of creating and maintaining a positive learning environment and the knowledge and skills required for the actual delivery of an activity or session. This unit is suitable for persons who: are aspiring to, or embarking on, a career in HR/L&D are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills have responsibility for HR/L&D activities and decisions within an organisation without a specialist function wish to develop their knowledge, skills and capabilities in delivering learning...
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...3DLA F211B CIPD Assessment Activity Template |Title of unit/s |Delivering Learning and Development Activities | |Unit No/s |3DLA | |Level |Foundation | |Credit value |6 | |Assessment method |Written, Observation | |Learning outcomes: | | | |1. Be able to create an environment conducive to learning. | |2. Be able to plan and deliver learning and development programme activity to individuals and groups. | |3. Know how to review learning and development activities | |All activities should be completed ...
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...3DLA Activity 1 My plan for this lesson is to deliver basic food safety training. My objective is to enable our employees to identify potential risks to food and prevent them from affecting our business. As a food manufacturing business we have to ensure that our employees are adequately trained in food safety, some of our customers insist that we do this to ensure that our products are fit for human consumption. At Two Sisters Food Group we aim to train every new employee in basic food safety in their first week of employment. Referring to what we have learnt in the classroom, using the KSA method I will be using ‘K’ by providing trainees with the knowledge they need to prepare food safely. In order to reflect the principles of adult learning I will be delivering the training session in a relaxed classroom environment and I will be using a power point presentation. Throughout the session I will also be encouraging trainee’s to engage by asking for their opinions or if they have any past experiences they want to share with the group. I am going to have a short practical activity quite early in the session highlighting good hand washing practice, to do this I am going to use a training tool called glo-germ. I’m doing this early on to try and put the trainees at ease and to get their attention for the session. I find this tool really useful as it shows where the majority of people miss areas whilst washing their hands, which in a food preparation environment is not acceptable...
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...Understanding organisations and the role of human resources Unit 3HRC Workbook Cullen Scholefield Maxwelton House 41 Boltro Road Telephone: 0800 0185 052 Fax: 01444 459 221 Haywards Heath West Sussex Website: www.csgconsult.com Cullen Scholefield Limited a company registered in England No: 3298304 RH16 1BJ United Kingdom eMail: develop@csgconsult.com Contents Introduction 4 New qualifications 4 Overview of 3HRC Understanding organisations and the role of HR 6 Section one - Organisation context, purpose, aims and objectives 7 Section two - Different types of organisation 13 Section three - Understand how HR activities support an organisation 20 3HRC © Cullen Scholefield Page 2 of 27 This page is intentionally blank 3HRC © Cullen Scholefield Page 3 of 27 Introduction New Qualifications The Chartered Institute of Personnel and Development (CIPD) has introduced new qualifications in 2010 to reflect the knowledge and skills specified in the CIPD HR Profession Map and revised membership criteria The changes offer greater flexibility to you and providers, introduce a whole new suite of Intermediate level qualifications, and will meet the requirements of the new Qualifications and Credit Framework (QCF). What is the QCF? The QCF is a new way of recognising achievement through the award of credit for units and qualifications. At present, it is hard to understand all the different types of qualification...
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