HR Consultant An Organization Education Essay

HR Consultant An Organization Education Essay Working as a HR consultant an organization has approached you for consultancy, you are given the task by the senior management present the theoretical background of learning theories and learning styles. You will develop a presentation which should address the different learning styles, learning theories and their contribution in planning and what is the importance of ensuring transfer of learning in workplace Grading Statement Pass Merit Distinction P1 differentiate between different learning styles M1 a range of methods of presentation has been used D1 capacity for innovation and creative thought has been used P2 analyze learning theories and explain their contribution to the planning and design of learning events M2 it is appropriate for familiar and unfamiliar audiences P3 explain the implication of the learning curve and the importance of ensuring the transfer of learning to the workplace Outcome 1 Tasks for P1 Discuss the different learning styles including (activists, reflectors, theorists, pragmatists) Tasks for P2 Discuss the learning theories e.g. behaviorist, cognitive The impact of the learning curve and transfer of learning to the work place, Tasks for P3 Discuss the impact of the learning curve and transfer of learning to the work place. Tasks for M1 You should include relevant figures, diagrams, tables in the presentation to justify your point. Your presentation should look interesting and professional Task for M2 You should consider that the language and concepts are appropriate for your audience and you have considered that management may not know the theoretical backgrounds therefore appropriate level of language and examples are incorporated. Task for D1 Table of Contents preface 5 summary 6 Introduction à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.7 learning styles 7 honey and Mumford learning styles 7 David Kolb learning styles 8 Learning theoriesà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦. 9,10 Learning curve and transfer of learning to workplaceà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ 11, 12 . Bibliographyà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ 13 Preface Being HR consultant, we have developed a report for our client. In which we discussed the theoretical background of learning theories and learning styles. We hope our work will be appreciated. Summary Being HR consultant we have developed a report for our client. First of all we have discuss that how learning theories can help organization during human resource development. After discussing its importance we discuss the different learning styles of learners that how individual learns. We discuss the theories of David Kolb and honey and Mumford learning styles. Furthermore we explain and discuss the three different learning theories such as cognitive, behaviorist learning theories. Beside this we have also define the impact of learning curve and transfer of learning to work place. In order to complete this assignment we collect data from our course book human resource development and employee relation and similarly from different websites. All the references can be seen at the end of report. Task for P: 1 Discuss the different learning styles including (activists, reflectors, theorists, pragmatists) As we know that there are different type of learning styles developed from Psychological and educational research. According to these researches different people learn differently from one another. According to (http://www.ics.heacademy.ac.uk) these learning approaches help trainer to understand an individual learning preferences, so s/he effectively convey his training. Further they explain that some student may prefer to learn from visual effects while some may prefer or enjoy learning from listening lectures. There are many researcher and psychologist which contribute to this subject such as Kolb Learning Cycle, Honey and Mumford styles. (www.jivepartners.org.uk) Honey and Mumford styles: Activist: Activists learn best when they personally involve themselves in activity. They are called activist. They enjoy the here-and-now and often thrive in short-term crisis situation. According to our course book of (human resource development and employee relation.) Such kind of people get bore with long term implementation and consolidation. Activist learners are open-minded, not sceptical, and this tends to make them enthusiastic about new work. They think that they can do anything, beside this activist first act and then think. Reflectors: According to our course book (human resource development and employee relation.) Reflectors are the learners which learn best from activities where they are able to stand back, listen and observe. They like collecting information and being given opportunity to think about it. Reflectors learn less when they are rushed into things without the opportunity to plan. Before starting any activity, first they analyze the situation from all angles. Pragmatist: Pragmatists are keen on trying out ideas, theories and techniques to see if they work in practice. They positively search out new ideas and take the first opportunity to experiment with applications. They are the type of people who return from courses brimming with new ideas that they want to try out in practice. They like to get on with things and act quickly and confidently on ideas that attract them. (human resource development and employee relation.) Theorist: Its mention in our (human resource development and employee relation.) Course books that theorist like to understand the theory behind the actions. Such kind of learners need model. Concepts, and fact in order to learn they like to analyze and synthesis, and feel uncomfortable with subjective judgment. Further its mention that they learn best when an activity is backed up by ideas and concept that form a model system or theory. Such kind of learner learns least when activities are unstructured or ambiguous. Kolbs learning styles inventory: According to (http://www.ics.heacademy.ac.uk) David Kolb published his learning style model in 1984. The model gave rise to related term such as Kolbs experiential learning theory. In his book he also acknowledged the work of previous scholars such as Rogers, Jung and Piaget. He has done great work in this field and still acknowledged by teachers, trainer and managers. According to Kolb and other researcher that effective learning proceeds around a cycle. The below diagram clearly mentioned that how it processed. (http://bsspdl.wordpress.com/) According to article written by (kendra cherry, 2012)Psychologist and educational theorist DavidHYPERLINK http://psychology.about.com/od/profilesal/p/david-kolb.htm HYPERLINK http://psychology.about.com/od/profilesal/p/david-kolb.htmKolb present a four-stage learning cycle designed to describe how learning by experience takes place. Further she explained that the experientialHYPERLINK http://psychology.about.com/od/educationalpsychology/a/experiential-learning.htm HYPERLINK http://psychology.about.com/od/educationalpsychology/a/experiential-learning.htmlearning cycle have four different stages, concrete experience, reflective observation, abstract conceptualization, and active experimentation. From these stages four learning style have been identified, accommodator, divergers, assimilator and converger. Accommodator relies on concrete experience and active experimentation learns from hands on experience and more rely on other people for information. Divergers learn from concrete expe rience and reflective observation. Assimilator combine abstract conceptualization observation; understand a wide range of information and more interested abstract ideas and concepts. Task for P 2 Discuss the learning theories e.g. behaviorist, cognitive etc: Behaviorist theory: In an article written by (kendra cherry, 2012) its mentioned that the term behaviorism refers to the school of psychology founded by John B. Watson based on the belief that behaviors can be measured, trained, and changed. Beside this there are some other scientists which contribute a lot to the field of psychology. The concept or theory of behaviorism is very exciting. According to our course book (human resource development and employee relation.)Behaviorism is a theory of learning and it believes that all behaviors are acquired as a result of conditioning. Conditioning happen after a  person interacts with his environment. There are two type of conditioning classical conditioning and operant conditioning. In 1904 Ivan Pavlov a Russian scientist researched on dogs. His researched proved that dog salivated at the sight of dry food. If a buzzer sounded just before the dogs were given sight of the dry food they still salivated at the sight of the food. After the two were associated a number of time, the dog salivated at the sound of the buzzer, even before the food appeared. Therefore, it can be claimed that the dog had learnt to salivate at the sound of buzzer. Pavlov called the presentation of the food unconditioned stimuli and the salivation the unconditioned response. He regarded the association of the food with buzzer as conditional stimulus. Cognitive theory: According to article written by (kendra cherry, 2012)Cognitive psychology is the branch of psychology which deals with mental processes including how people think, perceive, remember and learn. There are different people which done a lot of work on cognitive theory such as jean Piaget, Wilhelm Wundt and many more. There are a lot of differences between behaviorist and cognitive theory for example behaviorist generally ignores the internal dynamic of learning while cognitive learning theory stress on the importance of what goes on inside the learner. Cognitive theory is assumed to be comprised of a number of sub theories and is widely used in educational and counseling. The key to learning and changing is the individuals cognition (perception, thought, memory and way of processing and structuring information). Cognitive learning a highly active process largely directed by the individual, involve perceiving the information, interpreting it based on what is already known, and then recognizing the information into new insight or understanding. Cognitive theorist, unlike behaviorists, maintains that reward is not necessary for learning. More important are learners goal and expectation, which create disequilibrium, imbalance, and tension that motivate them to act Social learning approach: According to article written by (kendra cherry, 2012) there also another theory proposed by psychologist alburt bandura His theory suggest that children learn new behavior from observing other people There are three primary principles at the center of public studying concept. First is the concept that people can learn through observation. Next is the concept that inner psychological declares are an important aspect of this procedure. Lastly, this concept identifies that just because something has been discovered; it does not mean that it will result in a change of behavior or actions. The below diagram will help us in understanding these theories and how these help us during training and development of human resource. There are different methods through which we learn. Task for P3 Discuss the impact of the learning curve and transfer of learning to the work place. The learning curve definition: A learning curve is a graph showing the relationship between the time spent in learning and the level of competence attained. Hence it describe the progress and variable pace of learning (it is common for people to say that they are on a steep learning curve when they have to acquire a lot of new knowledge or skill in short period of time. (human resource development and employee relation.) Explanation: From the above definition its clear that learning curve is a concept used to determine how quickly a skill can be perfectly understood. The learning curve is represented through graph which shows the connection between learning and its duration. It also shows that how much skill or knowledge is improved of individuals from training. There is also concept of flat curve or gradual learning curve. Its important to say that on flat curve learner gain knowledge slowly. Flat curve subjects take a long time to gain complete mastery over, but provide ample time to truly imprint the procedures or skill components on the brain. Subjects with a gradual or flat curve are often very difficult to learn, as they do not provide the rewards of quick, usable knowledge. According to our course book (human resource development and employee relation.)Learning curve also used to plan the size of the chunks to be taught in one session or stage of learning. Further it explains that learning curve can also go up and down. This happen normally when trainee become unable to practice or forget newly acquired skill or knowledge. Transfer of learning: Definition: According to our course book of (human resource development and employee relation.) Transfers of learning refer to the extent to which newly learned information or skill has been transferred from the learning context to the application of a specific task. Explanation: Transfer of learning mean that how much an individual or trainee effectively able to apply the skill or knowledge on the job, which s (he) learned from training. In a situation where trainee effectively transfers the learning to task is called positive transfer; on the other hand in a situation where trainee didnt effectively transfer the learning to the application of task, will know as negative transfer.