Personal Development Plan

According to Noe, four approaches are used to develop employees: formal education, assessment, job experience, and interpersonal relationships (Noe, 2013 p.375).  Personally speaking, my current development plan consist of the following:  formal education, assessments, personal coaching, and interpersonal relationships.  All four of these components contribute to my current and long term goals, both personally and professionally.

As I stretch to the finish line at Walden University, my formal education path will continue.  Although, I will not pursue a PH.D in Education however; I will continue to be included in workplace workshops, and action learning that are directly tied to business needs.  Based on what we have learned from evaluations collected from participants, the results indicate an increased morale and it helps to attract new and retain current employees.

Two popularly used assessment tools are DiSC and MBTI (Noe, 2013 p.381).  These assessment tools are fundamental for assessing and determining the roadmap that should or should be not travelled.  Additionally, assessments and performance appraisals provide a clean understanding of the differences between current performance and expected performance (Noe, 2013 p.383).  Currently, I rely on this hybrid approach while assessing and evaluating my future career and personal path. I can’t imagine the outcome implications that could be associated with the absence of these valuable tools.

A key to a successful development plan is mentoring.  Although mentoring has many advantages and important purposes, it is also equally important and rewarding to be a protégé. I have been a mentor in my Toastmasters club for a couple of years, and each time my mentee speaks or share her accomplishments, I share her success because we hold each other accountable.  This process did not happen overnight.  We spent countless hours building a healthy and respectful relationship.  We set boundaries early on, that included positive and motivation conversations only, supportive and practical suggestions, and that we would walk away focused on what was said, but not who said it.

According to Noe, evaluation data showed that more than 80 percent of employees report having an effective and motivating development plan (Noe, 2013 p.374).  Not having an effective Personal Development Plan is like having a plan to fail.  Regardless of what your Personal Development Plan looks like, own it!

 

Reference

Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill

 

 

 

High Tech Training

Today, Technology-Based Methods has many advantages.  Many organizations are equipping and empowering their employees with very diverse methods of technology-based training.  Today, I will highlight four technologies according to researchers that will enhance current and future training outcomes for learners:

1. E-learning, Online Learning, Computer -Based Training (CBT), Web-Based Training is using the computer or the web to reach the masses via audio/video, or text. WebEx offers a full suite of internal and external web collaboration applications for business purposes.  These on demand functions are idea for training.  According to Noe, technology allows digital collaboration to occur (Noe, 2o13 p.321).   Additionally, The American Society of Training and Development contend that a community of forward thinking training professional using technology and learning to develop future workforce.

2. Mobile Learning (Mlearning). Mobile devices are not only convenient and always with us, they are the focus of a convergence of capability.  These devices offer an array of opportunities for learning experience. Many organizations develop their mobile functionality prior to deploying delivery of instruction.  Having immediate access to a handheld device regardless if it is a tablet or mobile device, the fact remains that everyone has access to at least one mobile device offering learns an opportunity to learn on the go.  Mike Enders reminds L&D professionals that the biggest benefits to launching any MLearning or eLearning project are the new opportunities that both provide for learning, assessment, and reinforcement. He also reassures us that trainers and technology aren’t rivals, but partners.

3. Blended Learning. This hybrid approach continues to bring value to any learning environment.  Besides the model being flexible, its fun and allows for more gamification options. Many organizations are bring very creative in blending learning experience by soliciting learners to be engaged in the learning experience.  Additionally, learners are sharing more with each other using on-line resources and are creating dialogue opportunities within the training environment.  These methods allow for the experience to be practical.

4. Shared Workspaces (Example Google Docs).  Shared Workspaces such as GoogleDocs or SharePoint offers learners a platform to share ideas, offer suggestions on improvement processes and edit shared documents from a collaborative perspective.  This method allows organizations to get more for less by allowing platforms such as GoogleDoc and SharePoint areas to coordinate ideas and strategies.  Amy Dinning, manager of leadership and talent development, formed a group called The Development Network. This group comprises human resources and L&D professionals from the businesses with which Saint-Gobain works. Together they share best practices, and sub-teams are formed to specifically address various issues such as culture surveys, training needs, assessment, and onboarding.

As professional trainers, it is very important to keep in mind that technology has allowed learning to become more diverse and dynamic in the workplace.  We are armed with astonishing wealth of information to enhance the outcome of our learners.  The best option for us as professionals, would be to stay abreast of any and all current and future landscape enhancement of the community of practice and continue to get the buy-in from our organizations.  According to Jill Mack, Northern Trust, “Training,” she states, “is one way for companies to show that they are investing back in the staff.” That investment, she continues, gets more buy-in because employees feel as though they are a part of the overall business strategy.”

References

Retrieved April 4, 2016 from http://www.astdatlanta.org/Career-Development-SIG

Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill

Planning for Needs Assessments

As we prepare to have a discussion with Whole Foods upper-level managers, mid-level managers, trainers, and employees who are currently performing the job, it is imperative that we begin our discussions with the organizations mission and values in mind.   We will be very diligent in the creation of the needs assessment while including components that are critical to overall success of the strategic process in an effort to obtain their buy in.

Whole Foods Market’s vision of a sustainable future means our children and grandchildren will be living in a world that values human creativity, diversity, and individual choice. Businesses will harness human and material resources without devaluing the integrity of the individual or the planet’s ecosystems. Companies, governments, and institutions will be held accountable for their actions. People will better understand that all actions have repercussions and that planning and foresight coupled with hard work and flexibility can overcome almost any problem encountered. It will be a world that values education and a free exchange of ideas by an informed citizenry; where people are encouraged to discover, nurture, and share their life’s passions.

At Whole Foods Market, we are starting to implement this new vision of the future by changing the way we think about the relationships between our food supply, the environment, and our bodies. As, we collaborate with Whole Foods, we will be intentional to the delivery of a needs assessment, utilizing documentation that has was collected to formulate the value and mission statements for the organization, online resources, individual interviews with subject matte experts, and a review of past and current data collected for the sole purpose of the Needs Assessment.  The Needs Assessment will be inclusive of tools and resources that will allow Whole Foods to provide sustainable training experiences, that will in essence promote progressive and positive outcomes for the organization.   According to Noe, through identifying the learning outcomes and resources available for training, the needs assessment also provides information that helps the company choose the appropriate training or development methods (Noe, 2013 p.115).  At the conclusion of the Needs Assessment, we will formulate focus groups designed to capture the important input gathered and further discuss the remaining steps desired to complete the Needs Assessment for the organization.

“The first step in a successful training effort is to determine that a training need exists” (Noe, 2013 p.144).

 

Reference

Retrieved March 11, 2016 from http://www.wholefoodsmarket.com/mission-values/core-values/sustainability-and-our-future

Noe,  R. A. (2013). Employee  training and development (6th ed.). New York, NY: McGraw Hill.

 

Employee Training is Critical

There are many risk associated in the lack of employee training.  Today, many organizations are capitalizing upon the ROI benefit and are mastering methods of assuring that the organization is getting the best of both worlds.  The retention of employees and a return on the investment of trained employees.  However; there are many other companies that are reaping the ROI benefit.

According to research, companies that fail to develop their employees via comprehensive training could be doing damage to not only the morale but; the bottom line is affected.  Additional research concluded by HR Magazine, reports that companies investing $1500 or more per employee per year on training average 24 percent higher profit margins than companies with lower yearly training investments.

Secondly, The American Society of Training and Development, (ASTD), collected data from nearly 2500 companies that offered comprehensive training and the results revealed that these organizations have: 218% higher income per employee than those with less comprehensive training, they enjoy 24% higher profit margin than those who invest less on training.

In conclusion, I am confident along with companies such as Starbucks who recently announced that they will be offering low cost college degrees for its employees, including part timers.  Offering training of this type engenders goodwill, further solidifying the company’s position.  “Any business that doesn’t believe in training, evolving, and moving their people forward is paying a much steeper price than its realizes”.

 

Reference:

http://www.huffingtonpost.com

 

My colleagues’ blogs that I believe are especially beneficial to adult teaching and learning !

Project: Week 8 Assignment 1

Rebecca Miller

Walden University

Blog Post of Anthony Smart

https://anthonysmart.wordpress.com/

Webinar

http://www.gotomeeting.com/webinar

Webinar’s allow the instructor’s presentation to come alive for the learner (Webinar, 2015). One major benefit such as recording a live seminar, and giving the learner the ability to view it based on his or her time allowances or restrictions, provides the flexibility of the learning environment that are demanded of the current population.

Rationale for Use

Education should not demand that learners forsake all other obligations in their life to increase their worth. Adult educators have a responsibility to model for learners how to synthesize education and real-world experience for an approach to teach the ‘whole” person. Webinars allow the adult learner to continue to reap the benefits of an instructor-led seminar without traditionally visiting a classroom.

Two examples of how you might incorporate each technology into your professional practice

Currently, I incorporate webinars into my professional practice and I will predict that I will continue to utilize this tool.  As described in the above blog, webinars has many advantages, such as reaching individuals from a distance.  In my future practice, I will use as an accountability factor- allowing participants to register, once registered a confirmation will be sent to the email.  This feature allows participants to be reminded up to the minute of the webinar.  Additionally, the tool offers the option to prerecord the conference/call for future subject related conferences/or learning experiences. In my future practice, I project that many learners will be interested in listening to previous conversations regarding subject matter.  And I will use prerecorded webinars as a reference.

WizIQ

http://org.wiziq.com/

WizIQ provides a virtual classroom that is interactive with websites, and other plug-ins. It allows the educator to provide live classes with the ability to record for learners to review at their convenience.

 

Rationale for Use

Most non-profit organizations must provide statistical data to their funding source of such elements as learner attendance, and outcome of goal achievement. WizIQ provides a quick and easily accessible dashboard for the data analyst to capture for reports.

Two examples of how you might incorporate each technology into your professional practice.

In my future practice, WizIQ will be an AFI- Area for Improvement.  I lack the experience with this tool however; I have an interest in learning more.  I would like to use this tool as described by Anthony.  I would like to use it simultaneously with Webinars for learners to review or use as a learning tool.  The other area that I would like to explore this tool is during group work.  I believe that WizIQ will be effective to show the outcomes of the effectiveness of the experience.

Game, Simulation, or Virtual environment

http://khelesh.edublogs.org/

The simulation game chosen is the wireless technology is known as an audience response system (ARS) the ARS device, commonly known as a clicker allows students to answer questions by entering a response on a keypad similar to a television remote control.

Benefits for learning

Clickers can and are used widely in the nursing classroom and simulation labs. The use of clickers enhances the affective components of learning and transforms the lecture from a one-way method of communication to an interactive classroom. Students who used clickers were motivated to answer questions correctly. Motivation leads to increased effort as students concentrate their energy on the task at hand. Motivation helps students focus on content, increases memory, and enhance cognitive processing, all of which lead to improved performance (Filer, D., 2010). During classroom presentations, the use of clickers heightens the learner’s level of attention and interaction, and ultimately enhances the student’s learning experience (Miller, Ashar, & Getz, 2003; Schackow, Chavez, Loya, & Friedman, 2004). Positive results include reports that lectures are more fun and the quality of the presentation and the presenter are improved when ARS technology is used in the classroom (Latessa & Mouw, 2005; Miller et al., 2003).

Two examples of how you might incorporate each technology into your professional practice

            My goal as a future adult educator is to utilize the clickers, I recently played Jeopardy during a RN training and the reception was very well taken.  We had a blast with the RN’s using the clickers but; most importantly the learning experience was increased and there were many conversations that followed within the environment.  The clickers are especially effective in the classroom and I will continue to encourage games and more interaction with learners using clickers.  I will also use clickers in the learning environment oppose to hands raised.  Sometimes, adults would like to be more interactive but; at times they feel like raising their hands may be a distraction.  So, using the clickers will offer a way for the educators to capture the attention of the learners more subtle with less attention.

 

Reference

Retrieved October 20, 2015 http://www.gotomeeting.com/webinar

Retrieved October 20, 2015 http://org.wiziq.com/

 

Technologies related to digital citizenship, ethics, and netiquette on the Internet

Technologies related to digital citizenship, ethics, and netiquette on the Internet

While technology offerings are very sophisticated, and comprised with empowering benefits for learners, we have to consider the purpose and intent of the experiences.  There are several advantages of the unlimited resources that are available via the internet but; we have to use precautions in an attempt to avoid the dangerous and/or unlawful online business behaviors. As an adult educator, my primary responsibility is to make sure that all of my learners are safe, they are informed and the time invested is a learning experience.

The first technology that I will incorporate is I-Safe, the goal is to educate and empower internet users to safely and responsibly take control of their online experiences (I-Safe, 2012).   In addition, the creation of I-Safe has developed a unique set of programs to help learners to develop “critical thinking skills. One of my favorite features of I-Safe, is the teach back opportunity, providing instruction on how to teach others how to be safe on the internet.

The second technology is CyperPatrol.  CyperPatrol is a program created for learners to thrive and grow by allowing educators to fulfill their “responsibility to protect learners from unlawful influences while they are learning in their environment.  “CypberPatrol is flexible allowing access to some sites that may be required for an adult education class but world be unsuitable for children” (CyberPatrol, 2012). Having this ability encourages the learners and educators to stay on task without the additional unnecessary distractions. If for some reason, adult learners navigated to an unauthorized site, CyperPatrol sends instant email alerts to the adult educator advising of any detection of any unlawful influences.

Reference

Retrieved October 15, 2015 from https://www.cyberpatrol.com/

Retrieved October 15, 2015 from http://www.isafe.org/

Distance Education Technologies

Distance program is one in which the degree or certification is fully achievable without any on-campus or other location-based attendance/participation requirements or where any required face-to-face attendance/participation for such programs is limited to short-term intensives, practicums, or other learning activities that are scheduled in advance and are clearly described in the program description found online and/or in print.   Contained in this blog is two distances learning options that I chose to share this week.

I am excited about the future of distance learning. While online option offers flexibility, connectivity, and accessibility for both the learners and the educators. The need for portable devices is necessary to be actively engaged in an online environment.  The mobile smartphone devices allow learners and educators to stay connected via electronic communications, updates, and interactive teleconferences. According to researchers, information technologies and the Internet can allow rich interactive distance learning experiences that may surpass the interactivity of a traditional classroom. Hence, these delivery systems connect with educational resources that will eventually evolve to incorporate emerging technologies.

As a current adult educator, I’ve forecasted a continuum syllabus to incorporate each of these technologies into my future practice. The smartphone is currently being used as a communication device for webinars, chats, games, and simulations. And of course the use of the internet has its advantages. Going forward, I would like to incorporate more online assignments and group collaborative discussions while exploring additional research regarding open learning environments.

References

Retrieved October 8, 2015 from http://www.cdlponline.org/index.cfm?fuseaction=whatis&pg=2

Retrieved October 8, 2015 from http://www.open.ac.uk/

Games & Simulations

Today, computers, video, and online games are an important part of the lives of today’s learners.  According to research released in 2003, based on 1,162 students on twenty-seven campuses, indicated that 65 percent were regular or occasional gamers and 32 percent played games during class that were not part of the instructional activities (Jones, 2003).  I agree that games of some sort should be implemented in the learning environment.  Games and simulations are productive tools in which learners are able to learn by way of fun.

Currently, while training registered nurses in a classroom environment, I use the game of Jeopardy.  Jeopardy has proven to be a successful tool for the purposes of teach back opportunities and well as a very effective tool to compete for prizes buy answering correctly.  The games is played prior to content delivery (pre test) and later the game is played after content delivery (post test).  The advantages are two fold.  The learners and subject matter experts are able to access their knowledge prior to the information delivery, in which the outcomes reveal the need to be attentive. And an awareness is prompted  to increase the score at the conclusion of the experience.

Additionally, I facilitate a technology scenario and learners are asked to role play the scenario, creating all of the specific that were captured during technology training/learning experience.  Each scenario is computer based and the functions are carried out in a training technology environment.  The objective of the game is to promote critical thinking, multitasking, and acting as if the situation is “real life”.  If the learner is unable to complete the task, the scenario is created to challenge the learner to solicit assist from their peers, educators, and resources.  The objective is to teach and reinforce learners how to become a learning community by helping to further cement ideas, concepts, and processes as it honors students for being active participants in their own learning (Blakley, 2010).

Barkley, E. 2010. Student engagement techniques: a handbook for college faculty.San Francisco, CA: Jossey_Bass.

Emerging Technologies

At the rate of speed that technology is advancing, its important as an Adult Educator to remain current in the marketplace of the emerging technologies.  The emergence of technology will drastically impact the learning community of practice.  Today, I would like to highlight two of the emerging technologies that I find interesting.  Mobile Technology and PLE (Personal Learning Environments).  Mobil devices have replaced the home telephone service, the telephone booth, and the phone is the bag.  Beyond our imaginations we are equipped with the information gadget 24 hours a day. These tools have already emerged however; constant improvements are opening for more opportunities for learners.  Many of these advances has allowed learners to be accountable while on the go, as well as resources that are currently being forecasted to streamline some of the discrepancies.

The Mobile technology not only offers the ability of portability, but the affordability which allows for a students budget.  The easy to handle piece of technology is multifaceted and offers multiple user options that are relevant to a diverse group of individuals. Amazingly, these devices are not only desired by toddlers to advanced aged individuals but; has become necessary for almost every aspect of your life.

The Personal Learning Environments are becoming more popular as learners are choosing to return to school while remaining employed.  The personal learning environment allows flexibility and the ability to collaborate effectively in small or large group discussion while offering individualized formats.  Not only does the PLE allow for technology but; it allows for tailoring to the need of the individual.

http://.learndash.com/6-emerging-technologies-in-education/