Who am I as a Learner
It can be goal-oriented or by motivation. Learning can happen under conscious or without conscious awareness. And it is not restricted for people to only learn by formal ways that is focused on the result with accredited qualifications such as education and training. While it can take place everywhere at any time – Informal learning, it happens from daily experiences like family, leisure or work. People learned by sharing experiences with each other. 2 VARK questionnaire 1. 1 what is VARK? According to Fleming and Baume (2006), VARK is a questionnaire designed for users to better understand their learning preferences in multiple ways. It suggests some ideas for learners to know which learning methods are suitable for them and how they can learn effectively. By knowing their learning preference thoroughly, learners will able to manage a better in-depth approach to learning, consistent learning efforts and useful metacognition.
VARK stands for in the following categories of learning preferences, which are V (visual), A (aural), R (read or write), and K (kinesthetic). I consider myself as the latter one, based on those my previous learning experience, I would not stick to a specific one but thinking the efficiency and possibilities among the different type of learning styles then pick a most suitable one to apply. For example, when I was learning to ice skating, I tended to be Kinesthetic as it is hands-on and partially visual. I would practice again and again to reinforce my skill and step, watch the people who are skillful skating on the ice rink and I would ask my friends and family to share their ways and experience with me.
On the other hand, when I'm in a class, I tend to be a Visual and Aural learner. I take notes as much as possible and try to read them over after the lecture. The thorough collection and analysis of data about experiences and events are what counts, so they tend to postpone reaching definitive findings for as long as possible. It's pretty much reflected my characteristic; I like to gather a lot of comments and suggestions before making my decision. For example, I do a lot of researchers and google the people's comments when I need to plan a schedule for my previous few trips such as what sights are worth to go, how long it takes for transportation, etc.
I like to consider all possible angles and implications before making a move. The Honey and Mumford (1992) also said that reflectors are tending to adopt a low profile and have a slightly distant, tolerant unruffled air about them. 4 Myers-Briggs Type Indicator 1. 1 What is MBTI? MBTI is the abbreviation of Myers Briggs Type Indicator which is a questionnaire designed to indicate how people perceive things and make decisions (Hunsley and Wood, 2004). The MBTI test helps people better manage job challenges by well understanding their personal preferences. It allows people to assess which type of career and working role suited them best for the long-term. And it also helps in the study purpose as it can increase people’s awareness of their learning style so they can best benefit from career-related education.
uk/report/online/ The MBTI test indicates that my preferred personality type is ISTJ which means I am an introvert who tends to be quiet and reserved. I think this is accurate as I am preferred interacting with a few close friends rather than a full circle of acquaintances. And I am better at listening than talking; my friends like to share their inner feelings and secrets with me which they would not tell any others. They said that I am trustworthy and such a good listener, which matches with the characteristic of ISTJ – dependable and loyal. Moreover, I like to plan things out well in advance carefully. A team will perform better if it is aware of the different roles required to reach a specific goal and can include those roles within the organization.
The Belbin team-role test is a well-known measure for identification of individual team roles (Senior and Swailes, 1998). Belbin's particular focus on the establishment of functions within a team, where the assumptions of duties and responsibilities depend on a measure of self-discovery combined with a perception of the needs of the team as a whole. Belbin identifies nine team roles about different needs of a group including plant, resource investigator, co-coordinator, shaper, monitor evaluator, team worker, implementer, complete finisher, and specialist. 2 My result of Belbin Team Roles test Chart 1. I often speak less or even remain silent during the meetings where my colleagues are gathering to come up some ideas. And that also explains the above stated that I tend to work in my ‘'own world" and prefer certain distance from others.
On the other hand, as the first preference among the nine-team roles, I think the description of Resource Investigator role (RI) is better matched with my traits. According to the description of Belbin (2010), RI is often enthusiastic. Although they may not be a great target to provide original ideas, they can always manage to pick up other people's opinions than developing them. 6 Overall Synthesis To conclude, after completing all the above four psychometric tests, I consider myself to be an introvert with sensing personality who prefers to focus on the tangible, concrete stimulus and have excellent analytical abilities. This fits my learning style which is to learn through reflection on experiences and consider things with every possible consequence before making a move.
Also, I am quite flexible in communication preferences and can quickly switch a more suitable mode of learning and communication. In teams, I would utilize my observation, reflection to perform the resource coordinator role to take advantage of resources and come out with new ideas. Those four tests also identified in depth of my strength and weakness. Section A Part II 2. 1 Career Choice Based on the revelations about myself derived from the four psychometric tests I conducted, a befitting career that goes hand in hand with most of the results are becoming a Human Resource Manager. The job entails the hiring, supervision and mediation of employees in an organization. When an organization is in need of an employee to fill a vacancy or merely has created a new job post, it is the work of the Human Resource Manager to find and hire the best individual who meets the requirements and qualifications.
The Human Resource Manager is also charged with the responsibility of supervising the evaluation of employees in an organization or company. 2 Career Path A career in the Human Resources Management sector provides an array of professional career options for growth and development. By becoming a specialist in Human Resource, I can focus my efforts on one aspect such as recruitment. By becoming a Human Resource Generalist, there is room for simultaneous coordination of tasks however with a less intense focus on specifics. My entry point will take a generalist approach and develop to specialist roles in advanced stages of my career life. Taking into consideration that most entry-level positions are in small organizations that favor a generalist Human Resource Manager, I intend to start off as a Human Resources Clerk then move on and become a Training and Development Coordinator in the initial general stages that require the least certification and qualification.
Employee training and orientation, analysis of compensation and competitive data, preparation of budgets and administration of benefits programs fall squarely under the mandate of the Human Resource Manager. Consequently, they report to management with regards to activities and their costs. Ensuring compliance with federal, state and local regulatory and labor laws to mitigate risk on behalf of the organization is a duty of Human Resource Managers. The manager is tasked with ensuring that the organization and its employees follow and do not violate the labor legislation currently in place. Supervision of staff and in some cases entire departments within a company by managing and consulting with external partners is a responsibility of Human Resource Managers. Considering that the coordination of a company's administrative function is mostly implemented on paper through memos, formal letters, and emails, I am in a better position to read through documentation and advice or execute my role accordingly.
In addition to written communication, electronic communication is another aspect I am likely to succeed in as I can effectively communicate on online chats, websites, web conferencing and social networking that mainly utilizes text. With an ability to learn effectively by practice due to my high kinesthetic score, I better suited to perform recurring processes associated with the role. For instance, performance management is a process that is carried not now and then to improve the work environment to boost employee performance. I will be able to produce an increasingly better result due to my proven ability to learn from previous experiences encountered on the job. Hence, by working with additional insights, I can be able to make the right decision within short periods of time.
6 Career Misfits 2. 1 Personality Traits and Career Significantly lower scores in aural and visual learning preference as compared to reading, writing and kinesthetic modes of learning highlight the possibility of not being able to communicate effectively with other employees and management as required in the role of Human Resource Manager. This is unfortunate bearing in mind that Human Resource managers are require possessing outstanding speaking attributes. Having the low preference for activism, it will be difficult to marshal staff towards implementing the policies and programs I formulate (Sundstrom et al. They consist of skills that as a manager, I will teach the employees of the firm I work for in order to better their performance. My transferable skills set includes leadership, communication, delegation, prioritization, research, motivation, analytics, time management and listening.
I demonstrated my great leadership skills when I successfully managed a massive team of individuals on a team building event that lasted over a span of one week. I showed my formidable communication skills when I utilized the use of short sentences and simple language when talking to a foreigner who needed directions but had limited knowledge of my language. My delegation skills were showcased when I assigned duties with pending deadlines to my assistant when I was held up in a meeting. This process disregards specifics such as the age of the learner, and the level of education he or she has achieved as both the young and old with no graduate degrees can do it. The acquisition of more knowledge and self-improvement are the primary motivations of a lifelong learner despite a higher career aspiration also being a motivator.
For this reason, the courses and activities undertaken by the lifelong learner may lead to the achievement of a degree, license or certificate. Increasingly, economic growth is being powered by knowledge throughout the world. The application of knowledge gives countries the competitive advantage over others. The stress I am likely to face can be alleviated by exploiting the media, as it is an audio-visual tool, for my learning. Watching more info-graphics, videos and using audiobooks in a relaxed environment will help in developing these skills for use in the professional world. The introverted personality I have been changed through interacting with people around me more often and participating in outdoor activities that increase contact with people. Additionally, an improvement on academic and other skills will boost my abilities.
More academic qualifications translate to having more professional powers at my disposal in the workplace. 9 Conclusion Learning plays an integral role in the personal development of an individual and can be fulfilled formally through education and training and also informally through leisure and daily experience during interactions with family, friends, and workmates. Varying psychometric tests such as the VARK questionnaire, Honey, and Mumford questionnaire, Myers Briggs Type Indicator, and the Belbin Team Roles Test seek to match different individuals with their best means of learning based on their preference and personality. I learned my strengths and weakness from the results of the tests which gave a correct impression of preference of knowledge and character. The results of the analysis proved vital as they aided in the selection of career choice that compliments my personality.
A career as a manager in human resources is based on supervising the evaluation of a company’s employees. SECTION B An investigation of the effectiveness of training and development as a tool for performance appraisal: A Case Study on Amazon Introduction 1. 1 Justification of the topic Training and development play a pivotal role in the survival of any organization in an increasingly competitive corporate world. The progression of an organization is solely dependent on its human resources management department's ability to enhance performance and hence retain and maintain a competitive advantage. Training and development is an essential human resource practice geared towards the improvement of employee skills, knowledge and competence (Bell et al. Consequently, when training and development are handled correctly within an organization, the ability of an employee to perform efficiently is guaranteed.
The study also aids management in preparation for development and implementation of training needs geared towards increased performance. The study seeks to achieve the following objectives: i) Evaluate the benefits of training on organizational performance. ii) Scrutinize the outcomes of cognitive training techniques on employee proficiency. iii) Examine the impact behavioral training on employee performance. iv) Inspect how job training and development affect the performance of employees. Amazon’s Approach to Training and Developing Employees An insight into the company’s inner workings in recruitment, training and management of human resources reveals what it has taken to grow into a retail giant. Long work hours, uninterrupted online presence, minimal vacations and accommodation of constructive critisms are just but a few of the demands that comes with the great success.
Despite the organization being accused for having an affinity for hyper competitive and excessively enduarance employees, there is room for considerate and collaborative individuals. Compared to other tech giants such as Apple, Google and Microsoft, Amazon has a distinguished life-work balance approach. The other tech giants have reputations for recruiting and retaining employees have a softer workplace stance illustrated by being supportive nature in creating work-life balance in the form of parental leaves, working remotely, flexible working hours, yoga classes and organic food. However, there is no additional compensation for this duty. The bar raisers work on volition and are at times chosen from employees that have a reputation of asking insightful interview queries. As much as the organization hire thousands of employees on an annual basis, it aims to retain the best and most commited of them all.
Suprisingly, the inability of an employee to meet company demands warrants payment to leave the company in some cases. Amazon’s Training Programmes Employees recruited by the organization are trained mostly on the job and within times rendered appropriated by the employees. v) Hiring and developing the best Every hire and promotion raises the performance bar for the organization’s employees. The organization recognizes outstanding talents and freely allocate them to various parts of the organization. Employees are encouraged to develop fellow staff as the organization embraces the invention of mechanisms for development. vi) Bias for Action The firm values the taking of calculated risks. Whereas many decisions and actions taken are reversible, there is no need for carrying out extensive studies.
The bar on delivery of quality products and services and process is continually raised hence inspiring staff to remedy problems and stay on course xi) Think Big This entails a self-fulfilling prophecy made by employees to create and communicate articulate directions towards achievement of results. Varied thinking around various ways to serve customers is allowed. xii) Deep Diving Employees are encouraged to have knowledge of intricate details, perform audits frequently and be skeptic when metrics and anecdotes have no common understanding. They are inspired to operate at all levels and regard no task as beneath them. xiii) Learn and be Curious The employees are enthused to never stop learning and self improvement. The system tests the limits of employees which are then discussed in weekly and monthly review meetings.
The organization embraces a data-driven approach in Organizational level reviews in which management rewards and fires top and bottom performers respectively. A feedback tool called “Anytime Feedback” enables employees to give each other feedback. Through the use of this tool, managers and employees work as co-workers by freely sending praise or critisms without notifying the recipient the identity of the sender. The quantity and the quality of a performance can be measured using a suitable method depending on the purpose and type of organization. Amazon’s approach aims to augment performance management that attracts and retains the most talented employees. Amazon’s Performance Improvement Plan The company’s program consists of technical teams of part-time employees with the inclusion of managers and targets to attract talent and uphold the tech-giant’s reputation as a flexible working environment.
The members of these technical teams are eligible for all normal benefits. The incorporation of generous benefits and the making of arrangements for flexible working hours amongst other staples is expected to reinvent the organization’s work-life balance. In addition, the program accommodates the diversity in the workforce and admits traditional schedules are not suitable models. The overwhelment with responsibility on the part of employees ensues after the misinterpretation of ownership culture. Unfriendly communication occasioned by hostile feedback sessions negatively affects the morale of employees. In spite of the feedback system providing valuable information for both employees and managers, employees are not enabled to view feedback themselves and can only access this information from managers. Unfortunately, this violates all tenets of performance management which is fostering employee growth.
The potential of feedback in the empowerment of employees is underestimated. Standard information diseemination can be transformed into an effective experience riddled with engagement. With focus now turned on utility of digital assets, it is an uphill task what digital tools at the organization’s disposal will make in roads. In an address delivered by Jared Garrett, Amazon’s Senior Stractural Designer, emphasis was placed on effortless digital transformation. Summary of Literature Review From feedback obtained from appraisals, Amazon and its employees can develop corrective plans for the deficiencies identified. The dominance of the employer is also asserted. Whichever way used, appraisals provide valuable feedback to both employers and employees. Corrective plans to address identified deficiencies, promotions for performing employees, evaluation of careers plans, the setting of pay base and the choice to retain or let go of an employee are all arrived at with the initiation of appraisal programs.
Background of Study Amazon is an online company incorporated in 1996 that offers a wide range of products and services for sale on its websites. The company is separated into three segments namely Amazon International, Amazon North America and Amazon Web Services. The North American portion performs retail sales of consumer products, subscriptions from focused websites and exports sales in the geographic region. A month before hiring, an intensive training program is offered to employees directly at fulfillment centers and indirectly at ‘Virtual Contact Centers" for employees who feel better off training at home. The training are mainly centered on helping the employees know or "own" the products and services sold by the company. In January 2017, Amazon started a development program to boost the performance of underperforming employees.
The performance improvement plan, named Pivot, pairs an employee who has undergone sustained periods of underperformance irrespective of support and coaching, with an expert in the subject matter to give guidance and support. The appraisal program provides an avenue for the improvement of performance and came at a time when the outcomes of the organization's training and development programs were being scrutinized for impacts on employees. Hence, the employees have a hands-on experience of what to expect in the capacities they will work in. The results further reveal that Amazon is keen on performing employee appraisals. This is clarified due to the presence of the performance improvement plan used by the company to check the productivity of the employees. Instead of calling the program an employee appraisal scheme, Amazon chooses the management- employee friendly term of performance improvement plan.
It is evident that the two programs are the same despite having different names because they serve the same purposes. This proves the program is developed. What is more, the program is frequently undertaken as opposed to like in old appraisal techniques periodically. Recommendations Despite the availability of training and development avenues at Amazon, there is no self-directed training and development. Currently, the firm supervises the training programs by using its trainers who work with the employees. Establishing a self-directed training program will enable employees to identify their own needs and build individual learning plans. This way, the firm will know whether it’s doing more or lesser than expected. Besides, employees from both companies can network as professionals and learn from each other.
Reviewing social media sites provides valuable information on issues such as customer satisfaction and preferences that open a new dimension on training and development initiatives. Conclusion The study captures the benefits of training and development on organizational performances extensively. With the core purpose of training and development hinged on change in behavior and attitudes, employee and organizational improvement is not overlooked. I learnt about my personality and learning style preferences through the psychometric tests I took in section A. The implications of the results taught me about my strengths and weaknesses which in turn helped mr pick my future career as a Human Resource Manager. Additionally, I gained knowledge on lifelong learning and transferable skills which are crucial in a changing world.
Previously, I had pegged the purpose of learning is to acquire a job. However, after conducting the literature review I learnt otherwise in addition to understanding transferable skills and their importance. By investigating relevant literature, I was able to acquire knowledge on different types training and appraisals methods suiting different organizations. My critical thinking skills were developed during the process as I got to learn how to compile dependent variables with independent variables to come up with a cohesive study. The study gave me an opportunity to illustrate use of all my transferable skills such as leadership, communication, delegation, prioritization, research, motivation, analytics, time management and listening upon completion as they were all used. Besides, I am confident the knowledge I learnt during the course of the study will be beneficial in my future career as a Human Resource Manager.
References References in Section A Belbin, R. com Fleming, N. (2009), FAQ of VARK official website, Available at: http://www. vark-learn. com/english/page. asp?p=faq(Accessed: 19th November 2009) Honey, P and Mumford, A (1995) Using your learning styles. B. Introduction to Type: A Guide to Understanding your Results on the Myers-Briggs Type Indicator. Mountain View, CA: CPP, Inc. Senior, B. and Swailes, S. , & Kraiger, K. 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102(3), 305. Kadiresan, V. , Selamat, M. Pollock, R. V. , Jefferson, A. , & Wick, C. W. Personality traits and career satisfaction in training and development occupations: Toward a distinctive T&D personality profile. Human Resource Development Quarterly, 27(1), 13-40. Tahir, N. , Yousafzai, I.
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