- Got people to see and places to go
- Got one to feel safe
- Got past to let all sleep really tight
- Got jobs to achieve
- Got team to develop
- Got fam to hope
- Got future to look forward. It’s my life.
This note dedicated to my only.one. You’re simply the best!
Talking about learning processes, in 1975 R M Gagne, a American educational psychologist, characterised the one so called “chain of learning”, by which people acquire and interact new information with their new environments.
This method can be applied to all kinds of learning in any environments they are taking place under a chain of events, like this:
Gagne’s Learning Chain
- Motivation: The first thing must be occurred in your mind as soon as you’re going to learn something. To learn effectively, you have to want to learn. It’s too simplistic for people to ignore anyway.
- Perception: It means learning objectives, by make clear about what is to be learned.
- Acquisition: This may be conscious or unconscious process by which the learner can gain the information during learning time after having established a perception of what need to learn. Searching more information, raise questions for the lectures are listed as examples.
- Retention: Retaining, the way to remember what you have learned, so the learners can transferred their lessons from short team memory to long term memory. It’s rather closed to the next step, recall.
- Recall: It’s not easy to recall something in your memory since you need to refresh to get more information day by day. For this reason, Gagne advised that we have to able to recall the peaces of information in regular time after having retained learning.
- Generalisation: Make what we having learned become value by bring them to our lives, in practical situations that appropriate.
- Performance: Closed to previous step, we need to be able to put it into practices.
- Feedback: After having make effort to learn something new and put into practices, now is the time to check out if the learning is really effective. This can be by getting the reaction of those who around you, then continuously to build on what you have learned.
In human resource management, job analysis is a basic tool where recruiting and job pricing are processed from.
Job Analysis checklist
How about job description?
Not too close to job analysis, it’s the official form covering all of the requirements: the who, what, where, when and why.
However, “Unambiguous” and “Succinct” are two basic rules for writing job description.
There are different emphases in different parts of the total management structure.
In general, all managers are involved in carrying out the same functions.
Management Functions at Different Hierarchical Levels
“Nowadays the world is lit by lightning! Blow out your candles Laura — and so goodbye…”
I left Saint Louis. I descended the steps of this fire escape for a last time and followed, from then on, in my father’s footsteps, attempting to find in motion what was lost in space. . . . I would have stopped, but I was pursued by something. . . . I pass the lighted window of a shop where perfume is sold. The window is filled with pieces of colored glass, tiny transparent bottles in delicate colors, like bits of a shattered rainbow. Then all at once my sister touches my shoulder. I turn around and look into her eyes. Oh, Laura, Laura, I tried to leave you behind me, but I am more faithful than I intended to be! I reach for a cigarette, I cross the street, I run into the movies or a bar, I buy a drink, I speak to the nearest stranger — anything that can blow your candles out!
———————–
Close the play, close the reality that Tom disguised under his illusion, also close the last chance I learned from this drama.
Awful!
