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BSBHRM613 Task 2 Answers

The Learning Strategies Report by Grow Management Consultants evaluates various training methods, including classroom training, e-learning, and on-the-job training, highlighting their alignment with the company's strategic needs. It emphasizes the importance of fostering a culture of continuous learning and adapting to technological advancements to enhance employee skills and organizational resilience. The report also outlines communication procedures and strategies for effective feedback mechanisms to ensure alignment with business objectives and improve overall performance.

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0% found this document useful (0 votes)
165 views14 pages

BSBHRM613 Task 2 Answers

The Learning Strategies Report by Grow Management Consultants evaluates various training methods, including classroom training, e-learning, and on-the-job training, highlighting their alignment with the company's strategic needs. It emphasizes the importance of fostering a culture of continuous learning and adapting to technological advancements to enhance employee skills and organizational resilience. The report also outlines communication procedures and strategies for effective feedback mechanisms to ensure alignment with business objectives and improve overall performance.

Uploaded by

Raichal Lina
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Grow Management Consultants

Learning strategies report

Models and approaches


Assess a minimum of three learning and workplace training methods, elucidating how
each aligns with the company's strategic needs.

Classroom Training:
Definition: Classroom training entails direct, in-person interaction between an instructor
and learners. This can occur on-site or through external training providers.
Alignment Considerations:
Interactivity and Collaboration: If the company values collaborative problem-solving and
teamwork, classroom training offers a platform for participants to engage in discussions,
group activities, and simulations.
Customization: Classroom training permits tailoring to the company's specific needs and
industry requirements. Trainers can adjust content to address the unique challenges
faced by the organization.
Real-time Feedback: Immediate feedback from instructors facilitates a quicker learning
curve, enabling employees to apply new skills more effectively.

E-Learning and Online Training:


Definition: E-learning utilizes digital platforms and resources for training, including online
courses, webinars, video modules, and interactive simulations.
Alignment Considerations:
Scalability: For companies with a geographically dispersed workforce, e-learning offers a
scalable solution, allowing employees to access training materials remotely.
Cost-Effectiveness: E-learning proves cost-effective through reduced travel expenses
and the ability to reuse digital content for multiple sessions, aligning with cost-conscious
strategies.
Data Analytics: Many e-learning platforms provide analytics tracking employees'
progress, aiding the company in assessing the effectiveness of training programs and
making data-driven decisions.

On-the-Job Training (OJT):


Definition: On-the-job training involves learning by doing, with employees acquiring skills
and knowledge through hands-on experience in the workplace.
Alignment Considerations:
Immediate Application: OJT aligns well with companies emphasizing the immediate
application of skills. Employees learn in the actual work environment, enhancing
relevance and effectiveness.
Task-Specific Training: Particularly effective for roles with critical tasks and procedures,
such as manufacturing or technical positions. OJT ensures employees are trained on the
exact processes they will be performing.
Mentorship Opportunities: OJT often includes mentorship, fostering relationships and
knowledge transfer between experienced and new employees, supporting a knowledge sharing
culture.

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Company growth
An institution that embraces the insights derived from setbacks and diligently examines
its operations gains profound insights into optimal methodologies, fostering increased
adaptability. In an environment characterized by a reciprocal sharing of knowledge,
where every team member assumes the roles of both teacher and learner, everyone
becomes a valuable contributor. The success of organizations is markedly elevated
when they invest resources in fostering a culture of continuous learning and seamlessly
incorporate organizational learning into their framework. The significance of
organizational learning lies in its enhancement of the ability to promptly address dynamic
shifts in market conditions, thereby rendering it a relevant and indispensable practice for
sustained success. The emphasis on imbibing lessons from failures not only enriches the
collective understanding of best practices but also amplifies the organization's overall
resilience and responsiveness in the face of evolving market dynamics.

Learning policies
The organization has implemented diverse training initiatives, including workshops and
seminars, aimed at enhancing the skills and productivity of employees. This strategic
approach is designed to enable employees to adapt to the challenges posed by
emerging and advanced technologies. Through these training programs, the company
seeks to empower its workforce with the necessary knowledge and capabilities to
navigate the evolving landscape of technology and industry requirements. The emphasis
on skill development reflects the organization's commitment to fostering continuous
learning and growth among its employees.
These training programs serve as a proactive measure to address the dynamic nature of
technology, ensuring that employees remain adept and proficient in their roles. The
company recognizes the importance of staying ahead in a rapidly changing business
environment, and as such, invests in educational initiatives that contribute to the
professional development of its staff. By providing workshops and seminars, the
organization not only equips employees with relevant skills but also fosters a culture of
innovation and adaptability, positioning itself for sustained success in the ever evolving
business landscape.

Best practice
The attention of Grow Management Consultants has shifted towards the necessity of
integrating technology into the learning environment, driven by global competition and
heightened consumer sophistication. While there is extensive literature on the
importance of cultivating a learning organization, there is a notable gap in addressing the
practical challenges posed by advanced technology, especially in dynamic operational
settings. The prevailing realization emphasizes that an organization's enduring viability
hinges more on the effective utilization of intellectual resources than on the
implementation of cutting-edge technical solutions.

Proposed strategies include:

 Fostering a culture of learning endorsed by both organizational leaders and


managers.
 Aligning learning with success rather than mere knowledge acquisition
 Enhancing information availability and accessibility
 Recognizing and commending self-motivated learners for their dedication.

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Strategy suggestions
The organization can also take up other effective strategies as per the timeframe of the client firm
so that they can provide the best and complete training and learning to the employees of the client
firms in the process. This will help the organization Grow Management Consultants to choke out
the training process in the end.

Technological and systems requirements


Simplification of the Architecture:
In terms of technology, there is a need to implement a straightforward and modular IT
infrastructure to reduce complexity. This could involve the utilization of microservices
architecture, containerization (such as Docker), or serverless computing to improve
flexibility and scalability.
On the system side, there is a requirement to establish an architecture that easily adapts
to changes and upgrades, ensuring compatibility with emerging technologies for the
seamless integration of new tools.

Design for Flexibility and Speed:


Regarding technology, it is essential to apply agile development methodologies and tools
that facilitate rapid deployment and iteration. Embracing cloud computing services to
dynamically scale resources based on demand is also crucial.
On the system front, there is a necessity to construct systems that are easily
configurable to accommodate shifts in business processes or requirements. The
implementation of DevOps practices is recommended to enhance collaboration between
development and operations teams, fostering a culture of continuous integration and
delivery.

Engagement with Employees and Work Culture:


In the technological realm, the focus is on implementing communication and
collaboration tools (e.g., Slack, Microsoft Teams) that enable seamless interaction
among employees, regardless of their physical location. The use of employee
engagement platforms and survey tools to collect feedback and evaluate organizational
sentiment is vital.
On the system side, the emphasis is on nurturing a work culture that values open
communication and collaboration. Systems should also support remote work and flexible
schedules to promote inclusivity and a positive work environment.

Make Business Partners Based on Shared Values and Interests:


From a technological standpoint, leveraging data analytics and AI-driven tools is crucial
for identifying potential business partners who share values and interests. The use of
customer relationship management (CRM) systems to effectively manage and nurture
partnerships are also recommended.
On the system side, it is essential to develop a robust system for evaluating potential
partners based on shared values and strategic alignment. Implementing collaborative
platforms for efficient communication and information sharing with partners is key to
ensuring a mutually beneficial relationship.

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Communication and consultation process

Audience Process Delivery method Frequency and Assessment


duration

General Approval of Meeting and As requested, Quarterly assessment


Manager communication presentation and annual review
and consultation
processes

Department Annual review with Meeting and 2-3 hours Annual review of each
Head general manager presentation staff in the department

Staff Examine Weekly staff Weekly meeting Annual assessment and


approached and meeting and on Friday’s at implementing of new
consequences presentation 3pm strategies

Staff Feedback Survey Monkey Annual All staff must complete


mechanism the survey

Implementation of an effective feedback mechanism:


Importance: Establishing an effective system for feedback is essential for continuous
improvement and communication within the organization.
Implementation: Utilize tools and channels that facilitate constructive feedback, fostering
a culture of openness and improvement

Adherence to delegated responsibilities is essential, following established rules:


Importance: Clearly defined responsibilities contribute to efficient workflow and
accountability.
Implementation: Develop and communicate clear delegation guidelines, ensuring
adherence to established rules and procedures.

Assigning a single supervisor for employee grievance resolution is recommended:


Importance: Streamlining the grievance redressal process helps in efficient issue
resolution.
Implementation: Designate a single supervisor to handle employee grievances, ensuring
a focused and consistent approach to conflict resolution.

The company's recruitment and selection procedures must be meticulously


crafted after thorough analysis, and appointments should align with those criteria:

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Importance: A well-defined recruitment process ensures that the company attracts and
selects the most suitable candidates.
Implementation: Conduct a thorough analysis to tailor the recruitment and selection
procedure to the company's needs, ensuring appointments align with established criteria.

The execution of the company's recruitment process should align with the
established policies and procedures:
Importance: Adhering to policies and procedures ensures fairness, transparency, and
legal compliance in the recruitment process.
Implementation: Align the execution of the recruitment process with the company's
policies, incorporating checks and balances to maintain integrity and consistency.

Meeting Agenda

Date: 11 September 2024


Time: 16:00- 17:00

Attendees:
1. Shariful Islam
2. Richmond Navarro
3. Angel De Larrazabal
4. Kathlyn Suguitan
5. Zendy Dimaculangan
6. Janhel Taroy

Agenda:
1. Meeting with Management Regarding New Report:
 Discussion with management on the requirements and expectations for the new
report.
 Identify key deliverables and timelines.
2. Engaging in a Thorough Discussion with Careful Consideration:
 Reviewing current strategies and initiatives with a focus on improvement.
 Encouraging open dialogue and thoughtful input from all participants.
3. Gathering Fresh Input from Participants:
 Soliciting ideas and perspectives from team members.
 Creating a collaborative environment for sharing innovative solutions.
4. Recording Management Feedback:
 Documenting feedback received from management during the meeting.
 Ensuring clarity on action items and any adjustments needed.

Implementation of an effective feedback mechanism:


Importance: Establishing an effective system for feedback is essential for continuous improvement
and
communication within the organization.
Implementation: Utilize tools and channels that facilitate constructive feedback, fostering a culture
of
openness and improvement.
Adherence to delegated responsibilities is essential, following established rules:
Importance: Clearly defined responsibilities contribute to efficient workflow and accountability.
Implementation: Develop and communicate clear delegation guidelines, ensuring adherence to
established rules and procedures.
Assigning a single supervisor for employee grievance resolution is recommended:
Importance: Streamlining the grievance redressal process helps in efficient issue resolution.
Implementation: Designate a single supervisor to handle employee grievances, ensuring a focused
and
consistent approach to conflict resolution.

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The company's recruitment and selection procedures must be meticulously crafted after
thorough
analysis, and appointments should align with those criteria:
Importance: A well-defined recruitment process ensures that the company attracts and selects the
most
suitable candidates.
Implementation: Conduct a thorough analysis to tailor the recruitment and selection procedure to
the
company's needs, ensuring appointments align with established criteria.
The execution of the company's recruitment process should align with the established
policies
and procedures:
Importance: Adhering to policies and procedures ensures fairness, transparency, and legal
compliance in
the recruitment process.
Implementation: Align the execution of the recruitment process.

Organisational learning strategy

Introduction
The assessment will specifically emphasize the formulation of an organizational learning strategy.
An organizational strategy delineates a blueprint detailing the allocation of resources to bolster
various facets of business operations, including infrastructure, production, marketing, inventory,
and other pertinent activities. This strategic plan serves as a roadmap, guiding the efficient and
effective utilization of resources to achieve overarching business goals. By concentrating on the
development of an organizational learning strategy, the assessment aims to enhance the
company's capacity for continuous improvement and adaptation. This entails fostering a culture of
learning within the organization, optimizing the utilization of human capital, and refining processes
to encourage innovation. In essence, the focus on organizational learning strategy underscores the
significance of aligning business objectives with a deliberate and dynamic plan for learning and
development, fostering resilience and agility in today's ever-evolving business landscape.

Purpose
Implementing an organizational learning strategy is pivotal for aligning your learning and
development department with the business's strategic objectives outlined by senior leadership. In
the absence of a well-defined strategy, the focus and efficacy of learning and development units
may diminish. A structured approach not only ensures synergy between learning initiatives and
corporate goals but also enhances the overall effectiveness of the organization in achieving its
desired outcomes. Consequently, a robust organizational learning strategy becomes indispensable
for fostering a dynamic and purposeful learning environment that contributes significantly to the
realization of strategic objectives.

Commitment
Organizational commitment refers to an individual's psychological connection to the workplace. It
plays a pivotal role in predicting an employee's longevity and their dedication to advancing the
objectives of Grow Management Consultants. The level of organizational commitment is a key
factor in determining whether employees will persist in their roles and actively contribute to the
company's success. This psychological perspective encapsulates the depth of an employee's
attachment to the organization, influencing their decision to remain committed and exert sustained

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effort in pursuit of shared goals. The strength of this commitment significantly impacts the overall
cohesion and effectiveness of the workforce within Grow Management Consultants.
 Training aimed at improving the skills of employees.
 A program for aspiring managers to receive management-level training.
 A comprehensive program focused on updating and enhancing the skills of employees.

Organisational requirements
 Technology Skills:
In alignment with organizational requirements, employees are expected to possess
technology skills relevant to their roles. This involves proficiency in utilizing tools, software,
and technologies essential for efficient job performance. Adaptability to emerging
technologies may also be emphasized based on the organization's specific needs.

 Strong Communication Skills:


Meeting organizational requirements involves having strong communication skills. Employees
are expected to effectively convey ideas, collaborate with team members, and articulate
information clearly. This includes written and verbal communication, as well as the ability to
tailor communication styles to diverse audiences within and outside the organization.

 Ability to Assess Employees:


To meet organizational goals, employees should demonstrate the ability to assess their peers
and subordinates. This involves evaluating performance, identifying areas for improvement,
and providing constructive feedback. This skill is crucial for fostering a collaborative and
supportive work environment.

 Feedback Mechanism:
Organizational requirements may stress the importance of a structured feedback mechanism.
Employees are expected to actively seek and provide feedback. This loop is vital for
continuous improvement, professional development, and ensuring that individual and team
performances align with organizational objectives.

 Key Performance Indicators:


Aligning with organizational goals, employees should be familiar with and contribute to Key
Performance Indicators (KPIs). This involves understanding how individual and team
performance metrics contribute to the overall success of the organization and working
towards achieving or exceeding these benchmarks.

 Advanced Research Skills and Enthusiasm for Learning:


Organizational requirements may emphasize the need for advanced research skills and a
genuine enthusiasm for learning. Employees are expected to stay updated on industry
trends, conduct thorough research, and apply new knowledge to enhance their performance
and contribute to the organization's growth.

 Effective Learning System:


Meeting organizational requirements involves engaging with an effective learning system.
This includes actively participating in training programs, workshops, and other learning
opportunities provided by the organization. Employees are encouraged to leverage these
resources to enhance their skills, stay abreast of industry developments, and contribute
positively to the organizational environment.

Units of competency

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The concept of a Unit of Competency is intricate, comprising various components. Gaining a
nuanced understanding of these individual elements is crucial for effectively preparing, delivering,
and analysing training. Every Unit of Competency, irrespective of its origin within a Training
Package, shares common elements. No single section holds more significance than the others;
thus, a comprehensive understanding of each component is essential. By breaking down the Unit
of Competency into its constituent parts, we can enhance our ability to navigate and utilize it in the
training context. This approach ensures a holistic comprehension of the unit, facilitating more
effective training practices.

Communication procedures
Effective communication is a crucial skill in the face of technological advancements and evolving
career landscapes. With heightened competition in academic and professional spheres, students
must enhance their communication skills to thrive. Relying on last-minute cramming before
important interviews won't suffice in the collaborative workplaces of the future. The Learning
Strategies Report outlines a comprehensive communication approach, involving initial two-hour
meetings with management and staff, followed by regular weekly discussions on strategies. Long-
term communication will be facilitated through online newsletters or blogs.
The integration of training and education discussions into each employee's annual review,
conducted by their line manager, ensures a proactive approach to learning. Employees are
encouraged to share their utilized learning opportunities and articulate their plans for the upcoming
year. Human resources play a pivotal role in compiling this information, enabling continuous
assessment of the extent to which Grow Management Consultants meet their organizational
learning targets. Emphasizing communication skills development is timely and critical for success
in dynamic academic and professional environments.

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Strategies
Set out the learning and assessment strategies that you have developed while researching you
report and during the meeting.
Each strategy should allow some flexibility, so it is more responsive to any changed circumstances
or priorities. Include a short description of the flexibilities inherent in each strategy.
Also include each strategy’s timelines and resources as well as individual responsibilities and
performance indicators.

Strategy Flexibility Timeline Resources Responsibilities Performance


indicators

On the job Timing and Within 2 None GM and HR All new staff
learning personnel months manager members provided
matching can with OJT learning
be altered as opportunities during
required their induction
period.

Classroom Team Within 2 None GM and HR Interdepartmental


training/ membership months manager learning groups
Group can be established with
training altered as every staff member
the situation assigned to at least
allows one

E- Allows for A year None GM and HR  Completion


Learning/ personalized, manager rates
Online self-paced
 Assessment
training learning
scores
experience
anytime,  Engagement
anywhere metrics
 Time-to-
time
competency
 User
feedback

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Learning and Development Policy and Procedures

Introduction
This document sets out the approach and systems utilized by the Library for the learning and
advancement strategies and methodology the primary justification behind improvement is the
need to guarantee individuals have the right. According to employee preparation and improvement,
this strategy and technique identifies activities taken by the Trust, as well as the responsibilities of
staff at all levels to ensure that the Trust supports a strong culture of learning and consistent
outcomes.

Purpose
●It will ensure that all training and improvement activities for employees are designed, monitored,
and communicated in a reasonable and valuable manner.
●All requests for training and development activities for employees will be scrutinized for legality
and importance.
●Segment bunches will be verified and specified as legally required before admission to training
and advancement activities. Likewise, specific programs will be developed to deal with the
problems of under-addressed and minority groups in the labour market.

Duties and responsibilities


Staff are required to:
 To prepare and improve all Trust employees by collaborating with and advancing strong
practices in this area.
 To suggest to other Trust Committees what needs to be done and what assets should be
designated

Line Managers are required to:


 To ensure that employees attend mandatory training events, such as Inductions, and to
monitor individual employees who fail to attend needed acceptance/compulsory
preparation, bringing the problem to the attention of the relevant Director if they persistently
fail to participate

Procedures

Identifying Learning and Development needs and opportunities

Preparing Need Analysis Process


Examination and Personal advancement audit Scheme Acceptance Procedure
Required Training technique
Staff Training Prospectus

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Study leave

Study Leave is for a limit of 10 working days for each annum (professional rate for low
maintenance) and is to be utilized for undertaking study for tests or other business-related
investigations, and all gatherings. Staff ought to apply to concentrate on passing on to their line
supervisor/head of discipline who will approve applications given that he/she concludes that the
review leave time will be put to suitable use and that help needs will be met during the singular's
nonattendance

Funding

The Human Resources Directorate will have a Central Staff Training and Development (CPD)
spending plan. This will be painstakingly focused on to guarantee that the restricted subsidizing
accessible is apportioned to accomplish greatest advantage.

Assessment and Recognition Policy and Procedures


These establish a structured and fair process for assessing and recognizing the knowledge, skills,
and competencies of individuals within the organization. The policy aims to provide a framework for
evaluating and validating the achievements and capabilities of employees against predetermined
standards or criteria. It outlines the procedures and guidelines for conducting assessments,
determining recognition methods, and documenting the outcomes.

Purpose

1. Fair and Objective Assessment - The policy ensures that assessments are conducted in a fair
and objective manner, eliminating bias and promoting consistency across the organization. It
establishes clear assessment criteria and procedures to ensure that individuals are evaluated
based on their actual performance and capabilities.

2. Recognition of Competencies - The policy aims to recognize and validate the competencies and
skills of individuals within the organization. By assessing and acknowledging their achievements,
the policy promotes a culture of recognizing and valuing the expertise and contributions of
employees.

3. Career Development and Advancement - An effective assessment and recognition policy


provides employees with opportunities for career development and advancement. By assessing
their
capabilities, individuals can identify areas for improvement and take steps to enhance their skills.
Recognition of their achievements can also lead to career growth within the organization.

Principles

 Fairness,
 Flexibility,
 Validity,
 Reliability

Responsibilities

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The responsibilities here are taken over by the human resource department, managers and
supervisors, employees, and the assessors.

 Human Resources Department:


 Develop and maintain the Assessment and Recognition Policy and Procedures.
 Communicate the policy to all employees and ensure their understanding.
 Provide guidance and support to employees and managers regarding assessment and
recognition processes.

 Managers and Supervisors:


 Clearly communicate performance expectations and assessment criteria to employees.
 Regularly assess employee performance based on agreed upon standards.

 Employees:
 Take responsibility for their own learning and development.
 Actively participate in assessment processes and provide necessary evidence of their skills and
achievements. Seek feedback from supervisors and peers to enhance their performance.

 Assessors:
Possess the necessary qualifications, expertise, and knowledge to assess individuals effectively.
Follow the established assessment criteria and procedures.

Recognition Policy

Higher education courses can benefit from Skills Recognition. Transparent and consistent
application of evidence-based methods is required, and evaluation must demonstrate how it is
linked to UoC
learning outcomes.

External Training Procurement Policy and Procedures

Introduction

External training strategy and methods are powerful when an association needs to gain explicit
abilities. For instance, outside preparation helps access master abilities and work on authoritative
effectiveness. The arrangement and methods will be utilized to decide the instalment and the
quantity of days for the preparation. For example, Grow Management Consultants can decide the
outer preparation to be for each worker who has worked with the association for at least a half
year. Also, a solitary worker can be out preparing for a time of 10 days yearly.

Principles

This Policy guarantees that the acquirement, everything being equal, or administrations is led in a
legitimate, cutthroat, reasonable and straightforward way with thought of value, administration,
natural and social effects and an incentive for cash

Procedures

The procurement of services and products is to be:

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●lined up with the essential destinations and business needs
●be led with trustworthiness, uprightness, honesty, perseverance,
reasonableness and consistency
●consider monetary and non-monetary components including value,
the all-out life cycle thought, natural, social and financial elements
that will convey an incentive for cash.

Learning Resources
1. Warm-Ups (Bell Ringers)
Formative assessment data can be gleaned through warm-ups. While the teacher is taking
attendance and doing other housekeeping activities during class warm-ups, students are left with
nothing to do. The warm-up task gives students an ambiguous start to class and a chance to shut
down, which sets the stage for inefficiency (especially if the warm-up questions are too
demanding).
While this is a common occurrence, I've also seen teachers use warm-up questions to gauge how
well, their pupils absorbed the previous day's work or work from days prior. Teachers in this
situation might adapt their instruction based on the achievement of their pupils during the warm-up
activity.

2. Checks-for-Understanding
Teachers receive formative evaluation data about where their pupils are in their learning every time
they ask the class a question during instruction. However, it is not uncommon for the same three or
four students to answer all of the questions during an examination (and are usually right). There is
a risk that the results will be biased and not accurately represent the level of mastery achieved by
the class.
Many teachers use individual student whiteboards to reduce this effect, allowing them too easily
assess the progress of all students while teaching.
There are teachers who let their students use Post-ItR cards to indicate their understanding or who
let them anonymously ask questions about the subject matter on enormous diagrams or charts.
Students' understanding can be assessed more effectively (and with greater engagement) using
electronic devices like clickers, iPads, Kahoot, and even smartphone polls. These devices provide
numerous opportunities for formative assessment.

3. Homework
Students use homework to put their newly acquired knowledge and skills to the test. Meaningful
homework assignments can give teachers useful information about where their students are in their
comprehension during formative assessment time.
Even if teachers only look at a small sample of the homework assignments, they can get a good
idea of how far their pupils have come in mastering the content.
When students' homework is meaningless, teachers are unable to use it as a teaching tool.

4. Classwork
Working in class gives a wealth of information regarding a student's mastery, much like homework.
Teachers can measure students' understanding while also gauging how effective the lesson was as
they move among students finishing up classwork.
You can go back and fix misunderstandings far more easily in class than you can when the teacher
finds out too late and must reteach the entire unit. Formative assessment data can be found in the
classwork itself, which is among the best sources a teacher has
5. Student Self-Assessments
Teachers may poll students at certain points in the lesson to see where they believe they are in
their understanding, especially when teaching more difficult subject matter. To accomplish this, I
recommend heads-down voting, which allows kids to answer honestly and without feeling
compelled to vote because their peers are doing so. Using the following scale (which I present in
the classroom), students cast their votes with their heads down

1 = Totally confused.

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2 = Shaky on this.
3 = I think I get this.
4 = Got it. Let’s move on.
6. Mini-Presentations

When students have some free time in the classroom, mini presentations are a terrific way for them
to showcase their work or what they've learned.
This type of presentation accomplishes three things: First, students show that they understand the
material, and then, second, they see and hear their peers discuss the material in ways that help
struggling students understand it better (peer paraphrasing), and third, by putting on a public show
of mastery, they are more likely to take their learning seriously and do better work.
Remember that these presentations don't have to contain a lot of information in order to be
successful. In fact, it's advisable to start small and work your way up.

7. Peer Evaluation/Scoring
When students use a rubric to evaluate or grade one other's work (especially a work-in-progress),
they accomplish numerous things: Student familiarity with the rubric's language and standards of
rigor is compelled; students converse about the quality of each other's work and how to improve it.
teachers receive formative data regarding student progress in their work and mastery of the
standard before the assignment is due.

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