Work Psychology: Thema 4 Training & Loopbaanontwikkeling

Front 1

Phases of skill development Fitts

Back 1

Cognitive phase: basic ingredients

Associative phase: patterns of behaviour, lot of errors

Autonomous phase: increasingly smoothly, low demands on attention

Front 2

Phases of skill development Anderson

Back 2

Declarative stage: basic 'facts'

Knowledge compilation stage: procedural knowledge

Tuning stage: performance increases

Front 3

The training live cycle

Back 3

TNA: training needs analysis
TD: training design
TE: training evaluation

Front 4

Gagné’s six types of learning

Back 4

1) Basic learning (S-R, klassieke conditionering)
2) Intellectual skills
a. Discriminations
b. Concrete concepts (rood, vierkant)
c. Defined concepts (persoonlijkheid, massa)
d. Rules (use of a relation or association)
e. Higher order rules
3) Cognitive strategy (learning problem solving strategies)
4) Verbal information
5) Motor skills
6) Attitude

Front 5

Training evaluation: framework van Kirkpatrick.

Back 5

4 niveaus van data collectie:
1. Reaction: directe reactie op de cursus zelf, gaat vooral om de training zelf (vorm etc)*
2. Learning: gaat om of de kennis is overgebracht, vaak door gewoon te toetsen
3. Behaviour: nieuwe vaardigheden geleerd, kan de leerling dit op het juiste niveau?
4. Results: wat zijn de echte resultaten door de training op de werkplek zelf?

Front 6

Classification scheme for learning outcomes Kraiger

Back 6

- Cognitive outcomes

- Skill-based outcomes

- Affective outcomes

Front 7

Evaluation designs

Back 7

- One group, post-measure only
- One group, pre-measure post-measure
- Pre-measure/post-measure control group: met gerandomiseerde controle groep, met voor en nameting
- Non-equivalent control group: ook met twee groepen (met en zonder cursus), niet gerandomiseerd (bijv. 2 afdelingen)

Front 8

Verandert de arbeidsmarkt nu juist wel of niet snel (Jacoby vs Capelli)

Back 8

Jacoby: risico’s verschuiven van bedrijven naar individuele medewerkers,.. tegelijkertijd ook meer kansen voor die individuele werknemers

Capelli: zekerheden verdwijnen.. onzekerheid voor de individuele werknemers

Front 9

Career forms (3)

Back 9

Bureacratic career: jobs met hogere status, binnen één type werk/organisatie

Professional career: complexere taken, meer competencies, status door reputatie (en niet door promotie)

Entrepreneurial: opportunities zoeken, bijv. eigen zaak beginnen

Front 10

8 career anchors (Schein)

Back 10

1) Managerial competence,
2) Technical / functional skills
3) Security
4) Autonomy and independence
5) entrepreneurial creativity
6) Pure challenge
7) service/dedication
8) lifestyle integration

Front 11

Career choice - 3 basic requirements (Parsons)

Back 11

1) a clear understanding of ourselves

2) a knowledge of the requirements/conditoins of succes

3) Relations of group 1 & 2

Front 12

John Holland 6 vocational personality types

Back 12

RIASEC
- Realistic
- Investigate
- Artistic
- Social
- Enterprising
- Conventional

Front 13

Four career stages Donald Super

Back 13

1) Exploration (15-24)

2) Establishment (25-44)

3) Maintenance (45-64)

4) Disengagement (65+)

Front 14

3 Phases of development in adulthood (Levinson)

Back 14

Early adulthood (15-40)

Middle adulthood (37-65)

Late adulthood (63+)

Front 15

The transition cycle - Nicholson

Back 15

- Preparation - before starting new job
- Encounter - early days/weeks in new job
- Adjustment - finding one's own way
- Stabilisation - being an 'old hand' in the job

Front 16

3 orientations on adopting a job (Schein)

Back 16

1) Custodianship - accept role requirements

2) Content innovation - accept goals, adopt new ways

3) Role innovaton - redefine goals and methods

Front 17

Phases in career counseling (Reddy)

Back 17

1) Understanding (luisteren!)

2) Challenging (helpen om gedachtesprong te maken)

3) Resourcing (welke bronnen nu, jobseeking techniques)