1.5 Explain how to overcome barriers to learning in groups The trainer must be aware of the variety of learning styles that may be present in the group at any one time, the trainer must ensure that throughout the deliver each learning style is accommodated for such as – Kinaesthetic, visual and auditory. If appropriate the trainer can ask the group to complete the learning styles diagnosis test before delivery starts. A trainer must also be aware of other learning difficulties that a participant may have such as dyslexia, the trainer should, where possible, know about this before the session so that he/she can prepare correctly. Whilst group sessions are very popular and successful, it may be required to do some one-on-one training. The trainer may already be aware if one-to-one training is required and should plan a session in accordance with the learner’s styles.
Meetings – Attending meetings to identify areas of development, strength and weaknesses relating to job role. Mentors – They put you through the right career pathway. Observation – My Manager or coordinator can observe my work, gives me one-on-one appraisal and also advise me on any concern and support on how to
As assessments scores are recorded, I will know whether the lessons are on the right level or whether I teach all the topics effectively. I will also learn what areas students need to work on, which points need reviewing and whether I should spend more or less time on this material with the next course students. It is also important because I will have an evidence of students’ learning journey. It is required by funding body to regularly inform about students’ progress. The class profile form will show if the students achieve the outcomes and goals.
Q.3 Analyze Tesco’s method of developing its employees. Consider the strengths and weaknesses of such a programme. Tesco’s Method of Development of its Employees: Tesco handles the development of its employees as a shared responsibility although the employee is primarily responsible for her/his development. STRENGHTS WEEKNESSES • Tesco encourage its employees to understand and analyze their skills and abilities about themselves through assessment of strategic questions. Employees will seek out answers about their current skills, skills required for the job, and the gap between employee’s current skills and job required
Honey and Mumford’s learning style theory: Another model a manager can use to overcome their issue is Honey and Mumford’s learning style theory. Peter Honey and Alan Mumford established four individual learning styles. These four learning styles are having an experience, reviewing the experience, concluding the experience and planning the next steps. They adapted Kolb’s ideas and further improve their own model for evaluating learning styles. The learning styles are mostly used in the educational field, with the aid of Peter Honey and Alan Mumford learning style questionnaire.
The teacher will further guide them on their individual work. I will conference with the learners and provide a teaching point to make their writing better. Learners will demonstrate their learning by sharing their writing, independent work and conferences, as well as reflective questions. The formative assessment is able to meet each students needs based on the
Pull and push strategies can be used, too (Moshinskie, 2001).Moshinskie (2001) describes push as requiring the completion of a course and monitoring progress. Pull strategies are an attempt to inspire the employees to utilize the training content and skills by providing interesting information prior to the training and keeping the training interactive and interesting. ("Blended Learning for Employee Training: Influencing Factors and Important
This requirement covers information about pupils and colleagues and extends to communications with others in social as well as work-related situations. Continuing professional development Classroom assistants will take advantage of planned and incidental self-development opportunities in order to maintain and improve the contribution that they can make to raising pupil achievement. Asking for advice and support to help resolve problems should be seen as a form of strength and professionalism. Apart from underpinning a range of qualifications for teaching assistants, the National Occupational Standards can be used for a range of HR purposes including developing job descriptions, supporting recruitment and selection, workforce planning and deployment, defining performance targets, identifying training and development needs, developing and evaluating training programmes, and evaluating individual and team performance. Teaching/Classroom Assistants Standards: April 2001 TEACHING ASSISTANTS – GENERAL LEVEL
(Kramer, 2010). Through the lens of the MBTI Assessment, Judging and Perceiving represent how individuals like to live their lives either through structure (judging) or flexibility (perceiving). The course syllabus is a resource that can address both those types making them feel comfortable. Faculty can schedule a series of sub-assignments with deadlines allowing perceptiving students to stay focus and second-look meetings for judging students that react too-quickly to completing assignments. (Brightman, n.d.).
Information seeking is also a cognitive response to stress. Problem-focused strategies were found to be associated with better performance in examinations (Edwards & Trimble, 1992; Zeidner, 1995). Problem-focused coping strategies can improve children’s academic performance and at the same time might be able to help children with authoritarian parenting. As reported by Lazarus and Folkman (1984), coping is process of response in the perceived situation in which one tries to change the relationship between the stressor and oneself in order to reduce stress. Coping strategies can be taught and implemented by children to help them deal with stress and school