Thursday 6 June 2013

Instructional technologies with schools of thought

We need to first understand the following five adult learning orientations or schools has proponents who define the principles of instructional design for that theory and identify forms of evaluation (assessment of whether learning has occurred):


1. Cognitivist (Cg): It focuses on how humans learn using internal processes of acquiring, understanding, and retaining knowledge. Cognitivists believe that learning occurs when humans reorganize experiences, making sense of input from the environment.
2. Behaviourist (B): They concentrate on learning through control of the external environment. Their emphasis is on changing behavior through processes such as operant conditioning and positive reinforcement.
3. Humanist (H): They believe that learning must be geared to the development of the whole person; they place emphasis on learner motivation, attitudes, perceptions, and values. Members of this school embrace self-directed learning.
4. Social /collaborative (S): It focuses on the social context in which people learn, focusing on how they learn through interacting with and observing other people.

5. Constructivist (Cn): They stresses that the learner rather than the teacher develops knowledge and asserts that creating opportunities for knowledge construction by the learner eclipses any direct instruction provided by a teacher. Constructivism is best suited to content that is fluid and flexible, with no “right” answer.

Example of Instructional technology:

1. Classroom learning: Cg, B

2. Computer Based Training(CBT): Cg, B

3. Threaded Discussion: Cg, H, S, Cn

4. Electronic Performance Support System (EPSS): Cg, Cn

5. Learning Content Management System (LCMS): Cg, B, H, S, Cn

6. Synchronous communication through Chat, texting: Cg

7. PPT and Video as training material: B

8. CD/DVD ROM/ Mobile learning (Palm held devices): B

9. Audio (postcad): B

10. Video files: B

11. Instructor and student networked computer: H, Cn

12. Simulation: Cn

Wednesday 5 June 2013

Why continuous process of mentoring required within organisation?


1. Upgrade knowledge and skill of employee.

2. Nurture leadership talent.

3. Attract and retain high performers.

4. Promote diversity of thought and style.

5. Develop a line of succession.

6. Preserve institutional memory.

7. Inculcate the sense of inclusion.

8. Foster a collaborative environment.

9. Ease the transition to new assignments.

10. Strengthen the competitive advantage of organisation.

Monday 3 June 2013

Human Development Interventions @ Workplace

Human Resource Management team may use one of the following interventions from the given below list to overall effectiveness and efficiency of resources at the workplace:


1. Job Redesign: This can be achieved by observation, in-depth study of discrepancies between what assigned and his interest level, modification of job elements and responsibilities, hence amendments in the job description and finally reshuffling tasks and duties.

2. Job Enlargement: Adding responsibilities without altering the challenges, that is horizontal loading with new responsibilities and duties which makes the employee more motivated. It gives more satisfaction for being responsible for greater freedom.

3. Job Enrichment: Additional responsibilities are given to en employee followed by change in scope and challenges as work. This is vertical loading mechanism by which responsibilities of versatile nature is assigned to the employee.

4. Job Rotation: Employees are shifted from one function/ division/ department to another based on his competencies and career succession to give him better insight of the operations and organizational set-up for a defined period.

5. Career Counseling: This helps to recognize the root cause of dissatisfaction, failure to achieve targets assigned and achieve desired results, mapping employee competency with respect to organisation’s operating systems, internal and external dynamics. This also helps to overcome ole and work stress of employees.

6. Training: Providing regular training whether on-the-job, in-house or external training programme to the resources to equip them with new skill and expertise required accomplishing the desired expectations of the organization.

7. Suggestion schemes: Providing an environment where employees are encouraged to come forward with their open and frank suggestion / ideas / feedback for the overall growth, efficiency and effectiveness of the organization, division, department, team, etc.

8. HR Survey: HR should regularly conduct surveys such as job satisfaction survey, culture / climate survey, employee engagement survey, etc to enhance the moral and motivation of resources.

9. HR Audit: It is comprehensive evaluation of human resource development strategies, structure, systems, styles and skills in the context of the short term and long term business plan of organization. This gives insight and direction for further human development requirements.