HR Consultant An Organization Education Essay

HR Consultant An Organization Education demonstrateWorking as a HR consultant an organization has approached you for consultancy, you atomic number 18 precondition the task by the senior management attest the suppositious background of encyclopedism theories and scholarship styles. You entrust develop a presentment which should address the distinguishable scholarship styles, breeding theories and their contribution in supplying and what is the immenseness of ensuring transfer of moderateing in consortplaceGrading affirmationPassMeritDistinctionP1 several(predicate)iate between different acquirement stylesM1a range of methods of presentation hasbeen applyD1capacity for innovation and yeasty thought has been usedP2analyze acquirement theories and explain theircontribution to the planning and design of instruction horizontaltsM2it is appropriate for familiar andunfamiliar auditionsP3explain the moment of the information curve andthe importance of ensuring the t ransfer of learning tothe give-up the ghostplace exit 1Tasks for P1 plow the different learning styles including (activists, reflectors, theorists, pragmatists)Tasks for P2 controvert the learning theories e.g. behaviorist, cognitiveThe refer of the learning curve and transfer of learning to the work place,Tasks for P3 prove the impact of the learning curve and transfer of learning to the work place.Tasks for M1You should let in relevant figures, diagrams, tables in the presentation to on the buttonify your point. Your presentation should look en large-mindedle and professionalTask for M2You should consider that the language and sentiments are appropriate for your audience and you have considered that management whitethorn not know the theoretical backgrounds thusly appropriate level of language and examples are incorporated.Task for D1Table of confinepreface 5summary 6Introduction .7learning styles 7honey and Mumford learning styles 7David Kolb learning styles 8 tuition the ories. 9,10 acquaintance curve and transfer of learning to workplace 11, 12.Bibliographical recordy 13 stateBeing HR consultant, we have unquestionable a report for our client. In which we discussed the theoretical background of learning theories and learning styles. We hope our work will be appreciated.SummaryBeing HR consultant we have developed a report for our client. send-off of all we have discuss that how learning theories fag assistant organization during clement pick increment. later discussing its importance we discuss the different learning styles of learners that how mortal learns. We discuss the theories of David Kolb and honey and Mumford learning styles. providedmore we explain and discuss the three different learning theories such as cognitive, behaviorist learning theories. Beside this we have also define the impact of learning curve and transfer of learning to work place. In battle array to sweep through this assignment we collect data from our course mass human resource phylogeny and employee relation and similarly from different websites. All the references can be seen at the end of report.Task for P 1Discuss the different learning styles including (activists, reflectors, theorists, pragmatists)As we know that in that location are different attribute of learning styles developed from Psychological and educational research. harmonise to these researches different people learn differently from one an other(a). consort to (http//www.ics.heacademy.ac.uk) these learning approaches assistance trainer to understand an individual learning preferences, so s/he efficaciously convey his training. Further they explain that some student whitethorn prefer to learn from visual effects while some may prefer or enjoy learning from listening lectures. in that respect are many researcher and psychologist which contribute to this subject such as Kolb Learning Cycle, Honey and Mumford styles.(www.jivepartners.org.uk)Honey and Mumford style smilitantActivists learn ruff when they personally lead themselves in activity. They are called activist. They enjoy the here-and-now and often thrive in short- landmark crisis situation. jibe to our course book of (human resource development and employee relation.) overmuch(prenominal) kind of people get bore with long term implementation and consolidation. Activist learners are open-minded, not sceptical, and this tends to make them enthusiastic ab let on new work. They count that they can do anything, beside this activist first of all act and then think.ReflectorsAccording to our course book (human resource development and employee relation.) Reflectors are the learners which learn best from activities where they are able to stand back, listen and observe. They like collecting learning and being given opportunity to think ab away it. Reflectors learn little when they are rushed into things without the opportunity to plan. Before starting any activity, first they analyze the situation from all angles.PragmatistPragmatists are keen on laborious out ideas, theories and techniques to see if they work in practice. They positively search out new ideas and take the first opportunity to experiment with applications programmes. They are the type of people who return from courses brimming with new ideas that they want to try out in practice. They like to get on with things and act quickly and confidently on ideas that attract them. (human resource development and employee relation.)TheoristIts mention in our (human resource development and employee relation.) Course books that theorist like to understand the possibility behind the actions. Such kind of learners need model. Concepts, and fact in enjoin to learn they like to analyze and synthesis, and feel uncomfortable with subjective judgment. Further its mention that they learn best when an activity is backed up by ideas and model that form a model system or supposition. Such kind of learner learns leas t when activities are unstructured or ambiguous.Kolbs learning styles inventoryAccording to (http//www.ics.heacademy.ac.uk) David Kolb published his learning style model in 1984. The model gave rise to related term such as Kolbs existential learning speculation. In his book he also acknowledged the work of previous scholars such as Rogers, Jung and Piaget. He has do great work in this field and still acknowledged by teachers, trainer and managers.According to Kolb and other researcher that effective learning proceeds around a speech rhythm. The below diagram clearly mentioned that how it processed.(http//bsspdl.wordpress.com/)According to article written by (kendra cherry, 2012)Psychologist and educational theorist DavidHYPERLINK http//psychology.about.com/od/profilesal/p/david-kolb.htm HYPERLINK http//psychology.about.com/od/profilesal/p/david-kolb.htmKolb present a four-stage learning cycle designed to describe how learning by drive takes place. Further she explained that the experientialHYPERLINK http//psychology.about.com/od/educationalpsychology/a/experiential-learning.htm HYPERLINK http//psychology.about.com/od/educationalpsychology/a/experiential-learning.htmlearning cycle have four different stages, concrete experience, reflective notification, abstract conceptualization, and dynamical experimentation. From these stages four learning style have been identified, accommodator, divergers, assimilator and converger. Accommodator relies on concrete experience and wide awake experimentation learns from lapses on experience and more rely on other people for information. Divergers learn from concrete experience and reflective observation. Assimilator combine abstract conceptualization observation understand a wide range of information and more concerned abstract ideas and concepts.Task for P 2Discuss the learning theories e.g. behaviorist, cognitive etcBehaviorist possiblenessIn an article written by (kendra cherry, 2012) its mentioned that the term b ehaviorism refers to the school of psychology founded by John B. Watson ground on the belief that behaviors can be measured, trained, and changed. Beside this there are some other scientists which contribute a drove to the field of psychology.The concept or theory of behaviorism is very exciting. According to our course book (human resource development and employee relation.)Behaviorism is a theory of learning and it believes that all behaviors are acquired as a result of conditioning. Conditioning happen after aperson interacts with his environment. There are two type of conditioning classical conditioning and operative conditioning.In 1904 Ivan Pavlov a Russian scientist researched on dogs. His researched proved that dog salivated at the sight of dry food. If a buzzer sounded just before the dogs were given sight of the dry food they still salivated at the sight of the food. After the two were associated a number of time, the dog salivated at the sound of the buzzer, even befor e the food appeared. Therefore, it can be claimed that the dog had learnt to salivate at the sound of buzzer. Pavlov called the presentation of the food unconditioned stimuli and the salivation the unconditioned response. He regarded the standoff of the food with buzzer as conditional stimulus.Cognitive theoryAccording to article written by (kendra cherry, 2012)Cognitive psychology is the branch of psychology which deals with psychogenic processes including how people think, perceive, remember and learn. There are different people which done a plow of work on cognitive theory such as jean Piaget, Wilhelm Wundt and many more.There are a lot of differences between behaviorist and cognitive theory for example behaviorist by and large ignores the internal dynamic of learning while cognitive learning theory stress on the importance of what goes on inside the learner. Cognitive theory is assumed to be comprised of a number of sub theories and is widely used in educational and counseli ng. The key to learning and changing is the individuals cognition (perception, thought, retentiveness and way of processing and structuring information).Cognitive learning a highly active process largely directed by the individual, involve perceiving the information, interpreting it based on what is already known, and then recognizing the information into new insight or understanding.Cognitive theorist, unlike behaviorists, maintains that reward is not necessary for learning. More master(prenominal) are learners goal and expectation, which create disequilibrium, imbalance, and tension that motivate them to act societal learning approachAccording to article written by (kendra cherry, 2012) there also another theory proposed by psychologist alburt bandura His theory suggest that children learn new behavior from observing other peopleThere are three primary principles at the center of public studying concept. First is the concept that people can learn through observation. Next is the concept that inner psychological declares are an important aspect of this procedure. Lastly, this concept identifies that just because something has been discovered it does not mean that it will result in a change of behavior or actions.The below diagram will help us in understanding these theories and how these help us during training and development of human resource. There are different methods through which we learn.Task for P3Discuss the impact of the learning curve and transfer of learning to the work place.The learning curve definitionA learning curve is a graph showing the relationship between the time spent in learning and the level of competence attained. Hence it describe the progress and variable tempo of learning (it is common for people to maintain that they are on a steep learning curve when they have to acquire a lot of new knowledge or expertness in short plosive consonant of time. (human resource development and employee relation.)ExplanationFrom the above def inition its clear that learning curve is a concept used to determine how quickly a skill can be perfectly understood. The learning curve is delineated through graph which shows the connection between learning and its duration. It also shows that how much skill or knowledge is improved of individuals from training.There is also concept of level curve or gradual learning curve. Its important to say that on flat curve learner gain knowledge slowly. planar curve subjects take a long time to gain complete mastery over, but provide ample time to truly instill the procedures or skill components on the brain. Subjects with a gradual or flat curve are often very difficult to learn, as they do not provide the rewards of quick, usable knowledge.According to our course book (human resource development and employee relation.)Learning curve also used to plan the size of the chunks to be taught in one session or stage of learning. Further it explains that learning curve can also go up and down . This happen normally when trainee become unable to practice or forget newly acquired skill or knowledge.Transfer of learningDefinitionAccording to our course book of (human resource development and employee relation.) Transfers of learning refer to the extent to which newly acquire information or skill has been transferred from the learning context to the application of a specific task.ExplanationTransfer of learning mean that how much an individual or trainee effectively able to apply the skill or knowledge on the job, which s (he) learned from training. In a situation where trainee effectively transfers the learning to task is called positive transfer on the other hand in a situation where trainee didnt effectively transfer the learning to the application of task, will know as negative transfer.