Learn how to identify the enablers and barriers to learning transfer. Use your own experience to categorise the processes and activities involved in learning and transferring that learning into practice. There are many criteria against which the success of training and development activities can be judged. One of the most important, however, is learning transfer. Ultimately, the success of any given training and/or development program is reflected in whether or not what is learned is applied on the job. Organisations - and indeed trainees themselves - invest large amounts of time, effort, and resources in work-related training and generally expect to see this manifested in some way back in the work setting (e.g. as observable changes to how work is conducted). However, many organisations and their people view the likelihood of transfer of training more in hope than expectation. This course will show you how to approach the goal of improving learning transfer in your organisation.
제공자:
Introduction to Learning Transfer and Life Long Learning (3L)
캘리포니아 대학교 어바인 캠퍼스이 강좌에 대하여
공유 가능한 수료증
100% 온라인
유동적 마감일
초급 단계
완료하는 데 약 6시간 필요
영어
공유 가능한 수료증
100% 온라인
유동적 마감일
초급 단계
완료하는 데 약 6시간 필요
영어
제공자:
캘리포니아 대학교 어바인 캠퍼스
Since 1965, the University of California, Irvine has combined the strengths of a major research university with the bounty of an incomparable Southern California location. UCI’s unyielding commitment to rigorous academics, cutting-edge research, and leadership and character development makes the campus a driving force for innovation and discovery that serves our local, national and global communities in many ways.
강의 계획 - 이 강좌에서 배울 내용
Introduction and Course Overview
Learn how to identify the enablers and barriers to learning transfer. Use your own experience to categorise the processes and activities involved in learning and transferring that learning into practice. There are many criteria against which the success of training and development activities can be judged. One of the most important, however, is learning transfer. Ultimately, the success of any given training and/or development program is reflected in whether or not what is learned is applied on the job. Organisations - and indeed trainees themselves - invest large amounts of time, effort, and resources in work-related training and generally expect to see this manifested in some way back in the work setting (e.g. as observable changes to how work is conducted). However, many organisations and their people view the likelihood of transfer of training more in hope than expectation. This course will show you how to approach the goal of improving learning transfer in your organisation.
Learning Review
Reflecting upon and reviewing your own experience attending a training programme, the time line technique enables you to understand all the stages in the design and delivery of a learning intervention and places you back in the seat of a learner. In reviewing the three phases of learning transfer (before, during, and after the learning intervention), you will be able to isolate the significant contributions that enable you to be fully effective and efficient in transferring your learning.
Module 1: Fundamental Concepts and Definitions
Research in learning transfer has accelerated over the last 10 years as business, healthcare, and education have been questioning whether their investment in learning and development is bearing fruit. Learning transfer is not something that happens only at the end of a learning process; the ability to transfer is vested in every stage and requires an understanding of not only what we learn but how we learn.
MODULE 2: LEARNING TRANSFER SYSTEM INVENTORY (LTSI)
Among the many factors that influence learning transfer, 16 make up the Learning Transfer System Inventory as established by Professor Ed Holton and his research team. These factors are categorised under three headings: capability, motivation, and work environment. This module describes these factors (and the corresponding categorizations) and how they affect the likelihood of success of a learning intervention.
자주 묻는 질문
강의 및 과제를 언제 이용할 수 있게 되나요?
강좌에 등록하면 바로 모든 비디오, 테스트 및 프로그래밍 과제(해당하는 경우)에 접근할 수 있습니다. 상호 첨삭 과제는 이 세션이 시작된 경우에만 제출하고 검토할 수 있습니다. 강좌를 구매하지 않고 살펴보기만 하면 특정 과제에 접근하지 못할 수 있습니다.
이 수료증을 구매하면 무엇을 이용할 수 있나요?
수료증을 구매하면 성적 평가 과제를 포함한 모든 강좌 자료에 접근할 수 있습니다. 강좌를 완료하면 전자 수료증이 성취도 페이지에 추가되며, 해당 페이지에서 수료증을 인쇄하거나 LinkedIn 프로필에 수료증을 추가할 수 있습니다. 강좌 콘텐츠만 읽고 살펴보려면 해당 강좌를 무료로 청강할 수 있습니다.
환불 규정은 어떻게 되나요?
결제일 기준 2주 후 또는 (방금 시작된 강좌의 경우) 강좌의 첫 번째 세션이 시작된 후 2주 후 중에서 나중에 도래하는 날짜까지 전액 환불받을 수 있습니다. 2주 환불 기간 이내에 강좌를 완료했더라도 강좌 수료증을 받았으면 환불받을 수 없습니다. 전체 환불 정책을 확인하세요.
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예, Coursera는 수업료를 지급하기 어려운 학습자들에게 재정 지원을 제공합니다. 왼쪽의 "등록" 버튼 아래에 있는 재정 지원 링크를 클릭하면 재정 지원을 신청할 수 있습니다. 이 링크를 클릭하면 신청서를 작성하라는 메시지가 나타나며, 신청서가 승인되면 통지를 받게 됩니다. 자세히 알아보세요.
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