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所在平台: Coursera |
课程主页: https://www.coursera.org/learn/intro-learning-transfer
课程评论：没有评论
课程名称：学习迁移与终身学习导论（3L） 课程概述：本课程旨在帮助学习者识别学习迁移的促进因素和障碍。通过个人经验，学习者将对学习及其应用于实践的过程和活动进行分类。培训和发展活动的成功可以通过多种标准进行评估，其中最重要的一项便是学习迁移。最终，任何培训或发展项目的成功都反映在所学内容是否能有效应用于工作中。组织及学员本人在与工作相关的培训中投入大量的时间、精力和资源，通常期待在工作环境中看到这种投入的回报（例如，可观察到的工作方式变化）。然而，许多组织和个人对于培训迁移的预期常常是充满希望而非现实。本课程将指导您如何在组织中改善学习迁移的目标。 课程大纲： 1. **导言与课程概述**：学习识别学习迁移的促进因素和障碍，利用个人经验对学习与实际应用的过程与活动进行分类。 2. **学习回顾**：通过反思自己参加培训项目的经历，利用时间线技术来了解学习介入的所有阶段，重新回到学习者的身份。 3. **模块1：基本概念与定义**：探讨过去十年中对学习迁移的研究加速，理解学习迁移不仅发生在学习过程的最后阶段，而是贯穿每个学习阶段。 4. **模块2：学习迁移系统清单（LTSI）**：介绍影响学习迁移的16个因素，这些因素由Ed Holton教授及其研究团队建立，并分为能力、动机和工作环境三个类别，解析它们如何影响学习介入的成功可能性。 通过本课程，学习者将掌握如何在职场中更有效地将学到的知识和技能进行迁移，提升个人与组织的学习与发展效果。
Name:Introduction and Course Overview
Description: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.
Name:Learning Review
Description: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.
Name:Module 1: Fundamental Concepts and Definitions
Description: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.
Name:MODULE 2: LEARNING TRANSFER SYSTEM INVENTORY (LTSI)
Description: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.
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.
