Non-WSQ CBT models
My group was nominated to present Knud Illeris adaptive competency model and these are what I have learned.
Everyone must be prepared for their working functions changing constantly during their working lives.
There are two different types of process: an external interaction process between the learner and his or her social, cultural and material environment, an internal psychological process and acquisition in which new impulses are connected with the results of prior learning.
All learning includes three dimentions:- the content dimension of knowledge, understanding, skills, abilities, attitudes and the like, the incentive dimension of emotion, feelings, motivation, and the cocial dimension of interaction, communication and coorperation which are embedded in a societally situated context.
Tuesday, August 31, 2010
Sunday, August 22, 2010
Apprenticeship and Behaviorism 18/08/10
Industrialisation
Industry specific
Skilled Based
QC standard
Systematic
Quality driven
Line Processing
Apprentices and Master Craftsman
Real life
Skilled based
Piratical
Demonstration
Teacher and student relationship
Behaviorism
Behaviorism
Objectives movement
identified specific outcomes
Desired behaviors
Repetitive practice
Today's lesson tells how education was linked to industrial and business models where the influences of behaviourism has branched into CBT. In the middle ages guilded apprenticeship is equlivant to OJT of what we have today. The use of apprenticeship is still ongoing espicially in the Europe countries like USA and Germany.
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Monday, August 16, 2010
Review CBT approaches - C2 Day 1
What did I learn today:-
Today's lesson covers the Singapore labour market and emerging issues faced by the government. The rate of better educated woman have been increased steadily in the Singapore workforce. These may be due to the influences by the Govt. past interventions of getting female to go back to the workforce. The recognition of key positions in both Govt and Private Sectors for this gender as well as the acknowledgement of equality of both gender in the workforce has also catalyzed the "back to work" influence.
One of the disturbing statistics in the age profile in the labour force is that the "baby boomers" age group which falls in the 50 years mark has increase in the labour force. With the Govt's encouragement of having retirement be extended and having its older population be more self sufficient, this thus set a trend of older workers having gone through reskilling and employ ability so as to remain relevant in the job market. With specialized jobs and skills required in the professional industry, most new jobs are taken up by locals and foreigners are in the PME positions. So being, many see a need to also upgrade themselves with a higher education which resulted to more degree holders in the market.
Policies of Govt agencies which impact the workforce are; Global Schoolhouse vision, OSH, policies governing the foreign workers and the commitment to assist older and low-wage workers.
The Govt's framework in Continuing Education & Training (CET) in S'pore started with the philosophy of the starting of Pre Employment Training (PET) at the polytechnics, ITE and the university. The contiunous process of education and training which allows a person to stay relevant in the economic situation. PET falls into the age group of 5 yrs to 24 yrs while CET falls into the age group of 24 yrs to 62 and beyond.
Being a Singaporean, it is good to know that a CET master plan is in placed to cater for the needs of the local workforce. Having mentioned by the Prime Minister in the recent NDP 2010, the Govt will take care of its' citizen first in employability and job security. The Master plan covers having a 1st class providers like NTUC, polytechnics and overseas providers, 10 New CET centers in specialised professional fields, the expansion of current CET centres, better integration of CET centers to outreach to all workers and New institute for adult learning.
Today's lesson covers the Singapore labour market and emerging issues faced by the government. The rate of better educated woman have been increased steadily in the Singapore workforce. These may be due to the influences by the Govt. past interventions of getting female to go back to the workforce. The recognition of key positions in both Govt and Private Sectors for this gender as well as the acknowledgement of equality of both gender in the workforce has also catalyzed the "back to work" influence.
One of the disturbing statistics in the age profile in the labour force is that the "baby boomers" age group which falls in the 50 years mark has increase in the labour force. With the Govt's encouragement of having retirement be extended and having its older population be more self sufficient, this thus set a trend of older workers having gone through reskilling and employ ability so as to remain relevant in the job market. With specialized jobs and skills required in the professional industry, most new jobs are taken up by locals and foreigners are in the PME positions. So being, many see a need to also upgrade themselves with a higher education which resulted to more degree holders in the market.
Policies of Govt agencies which impact the workforce are; Global Schoolhouse vision, OSH, policies governing the foreign workers and the commitment to assist older and low-wage workers.
The Govt's framework in Continuing Education & Training (CET) in S'pore started with the philosophy of the starting of Pre Employment Training (PET) at the polytechnics, ITE and the university. The contiunous process of education and training which allows a person to stay relevant in the economic situation. PET falls into the age group of 5 yrs to 24 yrs while CET falls into the age group of 24 yrs to 62 and beyond.
Being a Singaporean, it is good to know that a CET master plan is in placed to cater for the needs of the local workforce. Having mentioned by the Prime Minister in the recent NDP 2010, the Govt will take care of its' citizen first in employability and job security. The Master plan covers having a 1st class providers like NTUC, polytechnics and overseas providers, 10 New CET centers in specialised professional fields, the expansion of current CET centres, better integration of CET centers to outreach to all workers and New institute for adult learning.
Wednesday, August 4, 2010
03/08/10 Methods to analyse data
Using the BPLL framework to consider what data means.
Here are some descriptive statistical methods which are commonly used;
Nominal Scale which talks about age group, Frequency are the number of times a value appears in a data, Mode is something that frequently occurring value in set of scores, Median is score found in the middle of a set of values and Mean describe a adding up of values and diving by the number of values/ also know as the average.
Sunday, August 1, 2010
Data collection methods - Choose 2
21/07/10 - Data collection methods
Qualitative
Interviews (Method 1)
I can consider that interviewing method is one of the most “less tense” approach of data collection for both the trainer and the interviewee. When it is conducted in an informal way, people will tend to share more about their thoughts and thus not feeling embarrass even if they would have shared something which is out off point. Since it is a one-on-one approach, the observation of the interviewees’ facial expression and body language are usually displayed more naturally and openly. In a way the “intangible” factors of inner feelings and actual thoughts are more personal. Being able to go back to the source again without having to call for another official meeting makes it more flexible and less time consuming for me if I have left out any important data which requires immediate attention.
The questions in the interview can be planned and crafted to my liking and goal setting. Probing is usually used to gather more detailed information and data to clarify grey areas. The other communication skills used include paraphrasing and summarizing. As for the retention of information is essential, one may use recording device (upon approval of the interviewee) however that may not seems necessary as note taking base on the structured questions can be taken.
Focus groups (Method 2)
Firstly, the participants who would be involved in the Focus group are Tracy Tang, Snr Production Manager, Michael Low, Manager Complaint Center, Jenny Chan, Director Human Resources, Jerome and Gary, Team Leaders.
This is one way of getting the main key people together to be involved in analyzing and brainstorming on a subject matter. The Focus group makes up of subject experts in their own individual fields which will be able to provide critical insights and logical approaches which in turn be used to deal with the immediate issue. I see it as an avenue for data collection centre where it would be less accessible without the light minded interaction found within the group. As brainstorming is part of the key feature of the group activity, it is a method to generate ideas for new initiatives and arrest irregularities in a problem solving approach. What I feel is that such amount of constructive data coming out from the participants’ owns words are the precise information required to address the topic of interest.
As those involved are key people, there will not be imbalance of authority within the group. As for group involvement, the usual case is that a “natural flow” of individual key concerns and ideals would be brought forth for discussion and interaction within the topic given. Prior to the meeting, facilitator and group members are given grace period to prepare materials and data for discussion and review. The agenda or topic to be discussed should be addressed positively considering the aim is to ensure maximize attendance at the event. The bottom line is to allow the participants to have the feeling of wanting to attend the meeting. The benefit of having key people in Focus group is to be able to have clearance and easy access to subsequent data.
When crafting the questions, the wording should be of open ended questions so that it allows one to trigger their thoughts about the crux of the subject. This can be sent to those involved so as to prepare them for the discussion and thus reminding them of what are expected of individual contributor. Not forgetting the use of voice recording aid is usually agreed without much issue Asking permission to voice record
Qualitative
Interviews (Method 1)
I can consider that interviewing method is one of the most “less tense” approach of data collection for both the trainer and the interviewee. When it is conducted in an informal way, people will tend to share more about their thoughts and thus not feeling embarrass even if they would have shared something which is out off point. Since it is a one-on-one approach, the observation of the interviewees’ facial expression and body language are usually displayed more naturally and openly. In a way the “intangible” factors of inner feelings and actual thoughts are more personal. Being able to go back to the source again without having to call for another official meeting makes it more flexible and less time consuming for me if I have left out any important data which requires immediate attention.
The questions in the interview can be planned and crafted to my liking and goal setting. Probing is usually used to gather more detailed information and data to clarify grey areas. The other communication skills used include paraphrasing and summarizing. As for the retention of information is essential, one may use recording device (upon approval of the interviewee) however that may not seems necessary as note taking base on the structured questions can be taken.
Focus groups (Method 2)
Firstly, the participants who would be involved in the Focus group are Tracy Tang, Snr Production Manager, Michael Low, Manager Complaint Center, Jenny Chan, Director Human Resources, Jerome and Gary, Team Leaders.
This is one way of getting the main key people together to be involved in analyzing and brainstorming on a subject matter. The Focus group makes up of subject experts in their own individual fields which will be able to provide critical insights and logical approaches which in turn be used to deal with the immediate issue. I see it as an avenue for data collection centre where it would be less accessible without the light minded interaction found within the group. As brainstorming is part of the key feature of the group activity, it is a method to generate ideas for new initiatives and arrest irregularities in a problem solving approach. What I feel is that such amount of constructive data coming out from the participants’ owns words are the precise information required to address the topic of interest.
As those involved are key people, there will not be imbalance of authority within the group. As for group involvement, the usual case is that a “natural flow” of individual key concerns and ideals would be brought forth for discussion and interaction within the topic given. Prior to the meeting, facilitator and group members are given grace period to prepare materials and data for discussion and review. The agenda or topic to be discussed should be addressed positively considering the aim is to ensure maximize attendance at the event. The bottom line is to allow the participants to have the feeling of wanting to attend the meeting. The benefit of having key people in Focus group is to be able to have clearance and easy access to subsequent data.
When crafting the questions, the wording should be of open ended questions so that it allows one to trigger their thoughts about the crux of the subject. This can be sent to those involved so as to prepare them for the discussion and thus reminding them of what are expected of individual contributor. Not forgetting the use of voice recording aid is usually agreed without much issue Asking permission to voice record
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