I am increasingly hearing the term, "Web 2.0" to describe activities and applications. 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 has not been concretely defined by anyone, however Web 2.0 identifies the web as a platform offering services, collective intelligence and users managing their own data. Web 2.0 includes things such as blogging sites, wikis, and social networking sites. Web 2.0 applications that we are using in class are, suprise, blogger.com and wikispaces.com. These applications are a great tool to get information out on the web, however I feel that a lot of data that is managed by the users themselves can be inaccurate, and cause a lot of problems. The three Web 2.0 Applications of 2007 are going to be Google's Apps Premier, mainly because the free version is easy to use and has enough features for the average user. Fluxiom, because more and more people are looking for a place to store files, and not having to manage it yourself is a big plus in my book. Just upload, and its there. Although fairly popular right now, I believe YouTube is going to continue to be popular just because it was bought by Google this year and still has some potential for growth.
Wednesday, February 28, 2007
Friday, February 16, 2007
Chapter 4 Homework Assignment
1 What learning condition do you think is most necessary for learning to occur? Which is least critical? Why?
The learning condition that is most necessary for learning to occur is the external condition of repeated practice because like many say, 'practice makes perfect.' Employees will be better trained if they are well practiced. The learning condition that is least necessary is the external condition strong message from a credible source. This is because no matter how credible the source is, if that person does not appeal to the trainee it does not help very much.
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?
Knowing the age of the persons to be trained is very valuable because all age groups tend to to learn differently. The age group from 20 to 35 would make me want to teach using web-based training, possible more hands on experimentation, and make it more interactinve.
3. How do instructional objectives help learning to occur?
Instructional objectives help learning to occur because objectives state what the employee is expected to do, the quality or level of performance that is acceptable, and the conditions under which the trainee is expected to perform.
4. Can allowing trainees to make errors in training be useful? Explain.
Allowing trainees to make errors in training is very useful in a training program. Allowing trainees to experiment and fail shows them exactly what not to do, preparing them for real situations in which they will be able to perform flawlessly becuase they know what to do and how to do it.
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.
Information found in a lesson plan includes learning objectives, which state what the lesson is designed to accomlish and the lesson standards for success. The target audience explains who is in the audience and the characteristics of that audience. Time states the time devoted to each lesson, the lesson outline details the topics to be covered, and activity discusses the trainees and instructors roles. Support materials are those materials needed for effective delivery of training, and the physical environment details the arrangemnt or size of the training area. Also included is preparation, which is important because it addresses trainees readiness for training, the lesson topic covers what will actually be taught. The evaluation part is important as well because it covers how learning will be evaluated, for instance with test or role plays. The transfer and retention portion details what will be done to ensure that training content is used on the job.
The learning condition that is most necessary for learning to occur is the external condition of repeated practice because like many say, 'practice makes perfect.' Employees will be better trained if they are well practiced. The learning condition that is least necessary is the external condition strong message from a credible source. This is because no matter how credible the source is, if that person does not appeal to the trainee it does not help very much.
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?
Knowing the age of the persons to be trained is very valuable because all age groups tend to to learn differently. The age group from 20 to 35 would make me want to teach using web-based training, possible more hands on experimentation, and make it more interactinve.
3. How do instructional objectives help learning to occur?
Instructional objectives help learning to occur because objectives state what the employee is expected to do, the quality or level of performance that is acceptable, and the conditions under which the trainee is expected to perform.
4. Can allowing trainees to make errors in training be useful? Explain.
Allowing trainees to make errors in training is very useful in a training program. Allowing trainees to experiment and fail shows them exactly what not to do, preparing them for real situations in which they will be able to perform flawlessly becuase they know what to do and how to do it.
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.
Information found in a lesson plan includes learning objectives, which state what the lesson is designed to accomlish and the lesson standards for success. The target audience explains who is in the audience and the characteristics of that audience. Time states the time devoted to each lesson, the lesson outline details the topics to be covered, and activity discusses the trainees and instructors roles. Support materials are those materials needed for effective delivery of training, and the physical environment details the arrangemnt or size of the training area. Also included is preparation, which is important because it addresses trainees readiness for training, the lesson topic covers what will actually be taught. The evaluation part is important as well because it covers how learning will be evaluated, for instance with test or role plays. The transfer and retention portion details what will be done to ensure that training content is used on the job.
Friday, February 2, 2007
Chapter 3 Homework Assignment
1. 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?
First and foremost I would make sure that all of the customer service representatives knew how to actually use the website they work for. Secondly, if I were conducting an online assessment, I would make it very plain and easy to use. Precise directions would be included, and also make it clear to those using it that it's for their benefit only.
2. Needs assessment involves organization, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why?
I believe that the organizational analysis is the most important because organizational analysis will determine whether or not the training will support the goals and strategic direction of the company. This analysis will determine how much money will be spent on training, as well as if employees will support it and become active in it. The least important is task analyses because most people are aware of their daily job activities, in other words, most people know what to do, but many may not know what level of performance they should be reaching.
3. Assume you have to prepare older employees with little computer experience to attend a training course on how to use the World Wide Web. How will you ensure that they have high levels of readiness for training? How will you determine their readiness for training?
I would determine their readiness for training by assessing needs such as experience with the Internet, or if they use computers daily, even if they had computers at home. More than likely, I would also ask something like, how often do you check email, things such as these would give me a good estimate as to what my employees would need to prepare for training.
First and foremost I would make sure that all of the customer service representatives knew how to actually use the website they work for. Secondly, if I were conducting an online assessment, I would make it very plain and easy to use. Precise directions would be included, and also make it clear to those using it that it's for their benefit only.
2. Needs assessment involves organization, person, and task analyses. Which one of these analyses do you believe is most important? Which is least important? Why?
I believe that the organizational analysis is the most important because organizational analysis will determine whether or not the training will support the goals and strategic direction of the company. This analysis will determine how much money will be spent on training, as well as if employees will support it and become active in it. The least important is task analyses because most people are aware of their daily job activities, in other words, most people know what to do, but many may not know what level of performance they should be reaching.
3. Assume you have to prepare older employees with little computer experience to attend a training course on how to use the World Wide Web. How will you ensure that they have high levels of readiness for training? How will you determine their readiness for training?
I would determine their readiness for training by assessing needs such as experience with the Internet, or if they use computers daily, even if they had computers at home. More than likely, I would also ask something like, how often do you check email, things such as these would give me a good estimate as to what my employees would need to prepare for training.
Chapter 2 Homework Assignment
1. What do you think is the most important organizational characteristic that influences training? Why?
The most important organizational characteristic that influences training is staff involvement in training and development. If employees are allowed to be a part of the design process for a training program then they are more likely to become active in the program. Also, allowing your employees to be involved in the training and development process will allow the company to better assess needs.
2. 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 is a persons' knowledge, skill, understanding and creativity. Human capital is influencing role knowledge because it seems the knowledge that employees gain from years of personal experience is becoming more valuable than what a training program can offer. For instance, a training program cannot explain to you how to interact with a different department in your company, however a veteran employee maybe able to explain ways in which to communicate that will be effective.
3. What are the advantages and disadvantages of a centralized training function?
The advantages of a centralized training function would be that all of your programs, resources, and investments are centralized in one location. This would reduce the amount of various programs being duplicated over vast geographical areas. It also allows companies to train managers at one time as changes come along. The disadvantage to centralized training is that it would be impossible to assess the needs of all the locations and integrate it so that everyone will benefit from the training program.
The most important organizational characteristic that influences training is staff involvement in training and development. If employees are allowed to be a part of the design process for a training program then they are more likely to become active in the program. Also, allowing your employees to be involved in the training and development process will allow the company to better assess needs.
2. 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 is a persons' knowledge, skill, understanding and creativity. Human capital is influencing role knowledge because it seems the knowledge that employees gain from years of personal experience is becoming more valuable than what a training program can offer. For instance, a training program cannot explain to you how to interact with a different department in your company, however a veteran employee maybe able to explain ways in which to communicate that will be effective.
3. What are the advantages and disadvantages of a centralized training function?
The advantages of a centralized training function would be that all of your programs, resources, and investments are centralized in one location. This would reduce the amount of various programs being duplicated over vast geographical areas. It also allows companies to train managers at one time as changes come along. The disadvantage to centralized training is that it would be impossible to assess the needs of all the locations and integrate it so that everyone will benefit from the training program.
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