Final Exam
Bu474
Lecture 1-13
Lecture 1
Future of LD and Career Paths
● Performance management is the process of establishing performance goals and
designing interventions and programs to motivate and develop employees to improve
their performance
The T&D Connection
● Training: Short-term focus, current job performance, specific skills
● Development: Long-term focus, future capabilities, broader competencies
● Both: Systematic, intentional, investment in human capital
Human Capital Development Approach
● T&D transforms individual potential into organizational capability
○ Aligns employee capabilities with strategic organizational goals
○ Increases competitive advantage through enhanced effectiveness
○ Supports talent management: attracts, engages, and retains top talent
The multilevel benefits of T&D
Individual Benefits:
● Intrinsic Rewards:
○ Increased knowledge and competence
○ Enhanced confidence and self- efficacy
○ Improved attitudes and job satisfaction
○ Personal growth and fulfillment
● Extrinsic Rewards:
○ Salary increases and promotions
○ Job security and career advancement
○ Enhanced employability and mobility
○ Recognition and status
○
Organizational Benefits
● Strategic alignment of capabilities with goals
● Increased competitive advantage and effectiveness
● Enhanced talent attraction, engagement, and retention
● Innovation and adaptability capabilities
● Reduced turnover and recruitment costs
,Societal Benefits
● Skilled workforce drives economic growth and innovation
● Training in safety and ethics protects public welfare
● Workforce adaptation prevents unemployment as jobs evolve
● Government incentivization of workplace learning recognizes broader value
The training and development process:
The Systematic Approach:
● Analysis → Design → Development → Implementation → Evaluation
● Systematic, evidence-based approach to T&D
● Foundation of professional L&D practice globally
● Adapted for agile, AI-enhanced, and hybrid delivery
Traditional vs evolving T&D process execution:
The T-Shaped Professional Model:
, Lecture 2
Learning Foundations and Neurodiversity
Learning traditional definition:
● A relatively permanent change in behavior that occurs as a result of experience
Learning inclusive definition:
● A dynamic process where individuals acquire knowledge, skills, attitudes, and
behaviors through diverse pathways, at varying paces, using different cognitive
approaches, resulting in measurable capability improvements"
Inclusive workplace learning includes:
● Multiple learning modalities
● Peer-to-peer knowledge transfer
● Continuous feedback loops
● Technology-enabled accessibility
● Personalized development paths
● Diverse assessment methods
Learning outcomes Traditional:
Bloom's Taxonomy (Cognitive Domain):
• REMEMBER → Recall facts and basic concepts
• UNDERSTAND → Explain ideas and concepts
• APPLY → Use information in new situations
• ANALYZE → Draw connections among ideas
• EVALUATE → Justify decisions or courses of action
• CREATE → Produce new or original work
Gagne's Classification Of Learning Outcomes:
• INTELLECTUAL SKILLS → Procedural knowledge ("knowing how")
• COGNITIVE STRATEGIES → Learning how to learn
• VERBAL INFORMATION → Declarative knowledge ("knowing that")
• MOTOR SKILLS → Physical coordination and execution
Bu474
Lecture 1-13
Lecture 1
Future of LD and Career Paths
● Performance management is the process of establishing performance goals and
designing interventions and programs to motivate and develop employees to improve
their performance
The T&D Connection
● Training: Short-term focus, current job performance, specific skills
● Development: Long-term focus, future capabilities, broader competencies
● Both: Systematic, intentional, investment in human capital
Human Capital Development Approach
● T&D transforms individual potential into organizational capability
○ Aligns employee capabilities with strategic organizational goals
○ Increases competitive advantage through enhanced effectiveness
○ Supports talent management: attracts, engages, and retains top talent
The multilevel benefits of T&D
Individual Benefits:
● Intrinsic Rewards:
○ Increased knowledge and competence
○ Enhanced confidence and self- efficacy
○ Improved attitudes and job satisfaction
○ Personal growth and fulfillment
● Extrinsic Rewards:
○ Salary increases and promotions
○ Job security and career advancement
○ Enhanced employability and mobility
○ Recognition and status
○
Organizational Benefits
● Strategic alignment of capabilities with goals
● Increased competitive advantage and effectiveness
● Enhanced talent attraction, engagement, and retention
● Innovation and adaptability capabilities
● Reduced turnover and recruitment costs
,Societal Benefits
● Skilled workforce drives economic growth and innovation
● Training in safety and ethics protects public welfare
● Workforce adaptation prevents unemployment as jobs evolve
● Government incentivization of workplace learning recognizes broader value
The training and development process:
The Systematic Approach:
● Analysis → Design → Development → Implementation → Evaluation
● Systematic, evidence-based approach to T&D
● Foundation of professional L&D practice globally
● Adapted for agile, AI-enhanced, and hybrid delivery
Traditional vs evolving T&D process execution:
The T-Shaped Professional Model:
, Lecture 2
Learning Foundations and Neurodiversity
Learning traditional definition:
● A relatively permanent change in behavior that occurs as a result of experience
Learning inclusive definition:
● A dynamic process where individuals acquire knowledge, skills, attitudes, and
behaviors through diverse pathways, at varying paces, using different cognitive
approaches, resulting in measurable capability improvements"
Inclusive workplace learning includes:
● Multiple learning modalities
● Peer-to-peer knowledge transfer
● Continuous feedback loops
● Technology-enabled accessibility
● Personalized development paths
● Diverse assessment methods
Learning outcomes Traditional:
Bloom's Taxonomy (Cognitive Domain):
• REMEMBER → Recall facts and basic concepts
• UNDERSTAND → Explain ideas and concepts
• APPLY → Use information in new situations
• ANALYZE → Draw connections among ideas
• EVALUATE → Justify decisions or courses of action
• CREATE → Produce new or original work
Gagne's Classification Of Learning Outcomes:
• INTELLECTUAL SKILLS → Procedural knowledge ("knowing how")
• COGNITIVE STRATEGIES → Learning how to learn
• VERBAL INFORMATION → Declarative knowledge ("knowing that")
• MOTOR SKILLS → Physical coordination and execution
