Learning and Talent Development

Name: Tan Yu Zhen (1512117)                                                               Class: DBA/FT/3A/02

Module: [BA0819] Learning and Talent Development (LTD)

Date of submission: 24th July 2017, Monday

CA3 Individual Reflection Paper

Overall, this Learning and Talent Development (BA0819) CA3 was a fruitful and insightful project as I learnt many things that would be beneficial for me in future when I pursue my career as a Learning and Talent Development person. In this project, I have gained the knowledge of how to effectively apply the theories that I have learnt in class in the training program that my team and I has developed. For our team, the training programme designed for Pavilion Jewellery’s employees is centered around the theme of “Team Building” to develop employees’ capabilities. Firstly, we developed the 3 key learning objectives for the training and from there, we derived the learning outcomes for the trainees. I have learnt that the process of developing learning objectives is not an easy task as it requires the team to consider thoroughly as to what are the main objectives that we want to impart to the trainees. After much discussion, the team then concluded the 3 main learning objectives that are clear, concise and essential to employees working in a team setting in Pavilion Jewellery. Then, the team had to think of the learning theories that are applicable to the training. As such, we decided to proceed with 3 learning theories namely the Reinforcement Theory, Adult Learning Theory and Information Processing Theory. These learning theories are chosen as we could closely relate our training with them. Through knowing how trainees learn more effectively, we then developed the training activities and teaching aids that will benefit the learners in the achieving the learning objectives. My team and I brainstormed and researched on the various activities and games that we could possibly include in the training that could facilitate trainees in achieving the learning objectives. For the first learning objective which is to allow trainees to “acquire 2 key strategies for effective team discussion”, we decided to do a traditional presentation method of lecture. However, for the second learning objective which is to allow trainees to “gain the ability to apply problem solving skills in a team setting”, we decided to carry out a blended training environment which combines both traditional presentation method of lecture and technology learning. Taking into consideration that involving technology in training can aid effective learning by making training more interesting, the team created a 3D model in an app named “Kutiby” and used this game to train the learners how to apply problem solving skills in a team. For the last learning objective which is to allow trainees to “gain the ability to hone their team collaboration skills”, the team discovered that the game activity on “Tallest Tower” can help to better train their team collaboration skills. These activities and some teaching aids used in the training help the transfer of learning for the trainees through observation, experience and social interaction, creating meaningful content, committing training content to memory etc. After finalising the activities, the team then proceeded on to create a detailed training lesson plan. We provided an overview of the training and the lesson plan. Creating the lesson plan was beneficial for us as it helps us to gauge the time that we have for each respective activity to ensure that the entire training can proceed smoothly and be completed within the stipulated timing. I have also learnt that the rationale for each activity included in the training lesson plan should be concise and specific and that the time allocated for each activity should be adequate and reasonable so as to ensure that the trainees could make full use of the time during the training. Last but not least, as for the training evaluation, the team decided to carry out evaluation in three phases namely pre-evaluation, during training evaluation and post training evaluation. These 3 phases of evaluation have different purposes. For instance, the pre-evaluation is to understand how to better improve the training program before executing it, during training evaluation to know the understanding levels of the trainees and the post evaluation to know how to improvise the training for future benefits.  In specific, Kirkpatrick’s Four Level of Evaluation is used as a post evaluation to measure the effectiveness of the training in an objective way. With reaction outcome measured using survey forms, learning and cognitive outcome measured using pencil and paper test, affective outcome and work behaviour using observation of the trainee’s performance at their actual work situations and having the trainees’ direct managers will be tasked to fill up rating forms and results, and returns on investment using an estimated calculation of the training programme monetary benefits with the cost of training, the team has developed a sample of these forms. This allowed us to have a better understanding of how it can be applied in the real world.

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