ASSIGNMENT COVER SHEET
Electronic
UNIT
NAME OF STUDENT (PRINT CLEARLY)
STUDENT ID. NO.
CODE: MAN3655
10136461
TITLE: Workplace Learning & Development
FAMILY NAME: MAO
FIRST NAME: Yangyang
NAME OF LECTURER(s)
DUE DATE
Tara Smith & Jenni Parker
Friday 26 August, 2011
Topic of assignment - Assignment 1 - Job Application & ePortfolio
ePortfolio URL: andymaoseportfolio.weebly.com
Group or tutorial (if applicable)
Course
Campus
On-Campus
JO
I certify that the attached assignment is my own work and that any material drawn from other sources has
been acknowledged.
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you have read this form and filled it in completely and that you certify as above. Please include this page
in/with your submission. Any electronic responses to this submission will be sent to your ECU email address.
Agreement
Date
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the ECU Assessment Policy
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extension of the time within which to submit the assignment.

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
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
set out the grounds on which deferral is sought. ( see ECU Assessment Policy)
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ASK Job Application
Selection Criteria Response Form
Yangyang Mao
10136461
Selection criteria 1: Justify the need for and importance of, learning and development to
support the achievement of organisational goals.
In recent years, with the great development of the global economic, more and more
organisations are become multi-national. As a result, the employees of the organisations have
to know more and more knowledge of their jobs (Smith, 2006). For example, employees need
to know the different culture so that they could work with foreign employees well in the group
works. In addition, with the development of all kinds of technologies, the employees need to
know more knowledge with their jobs (Collins & Halverson, 2009). For example, the computer
technology is developed very fast these years so every employee needs to know how to use
computers and the programs in their jobs. As a result, the organisations need to realise the
importance of learning and development.
In addition, with the help of learning and development, the employees could get the
opportunities to reach the higher level in the organisation (Stone, 2010). As a result, learning
and development could help the organisations to recruit and retain their employees (Bambach,
et al, 2010). What is more, learning and development could help the organisations to avoid
some hazards and make a good and safety work environment (Bohle & Quinlan, 2004).
Not only the employees need the learning and development, the employers also need it. For
example, with the development of the organisation, human resource management is playing a
more and more important part in organisation lives. As a result, if the managers could not get
the knowledge, they will feel hard to manage their organisations in the workplace (Robbins &
Judge, 2010).
Because of the importance and need of training and development of an organisation, more
and more organisations have pay attention to this part in their organisational lives, even
consider as the key strategy of the organisation. In addition, many organisations have made a
lot of plans of training and development, some organisations even corporate with the outside
organisations to make better plans (Robbins & Judge, 2010). With the better plans of training
and development, the organisations could achieve their goals easily than others.
Selection criteria 2: Compare and contrast the 4 major learning theories: (Behaviourist,
Cognitivist, Humanist and Constructivist)
For behaviourist, according to Tovey & Lawlor, learning is the acquisition of new behavior
through conditioning (2011). In addition, there are two types of condition: classical
conditioning and operant conditioning (Tovey & Lawlor, 2011).
In classical conditioning, the behavior becomes a reflex response to stimulus. For example, if a
person always struck a bell and then fed his dog, when the bell sounds the dog will start to
drool because it knows that it will have some food.
Operant conditioning is known as Radical Behaviorism which the behavior could be reinforced
by a reward or a punishment. Which means a behavior may result in ways: first is
reinforcement, which increases the likelihood of the behavior recurring. The second is
punishment, which decreases the likelihood of the behavior recurring (Tovey & Lawlor, 2011).
Cognitive theories is focus on explain brain-based learning and how human memory works to
promote learning. There are two key assumptions: (1) that the memory system is an active
organized processor of information and (2) that prior knowledge plays an important role in
learning (Tovey & Lawlor, 2011).
Humanism emphasises maximization of the trainees’ potential that learners can choose a
veracious range of different methodologies to achieve the goal of the learning process (Tovey
& Lawlor, 2011). Key elements envolves: learning how to learn, self-evaluation, and personal
needs (Noe & Winkler, 2009).
Constructivists theories is known as social constructivism which states that learning involves
constructing one's own knowledge from one's own experiences. In addition, Constructivists
points that knowledge is constructed when individuals engage socially in talk and activity
about shared problems or tasks (Tovey & Lawlor, 2011).
To sum up all the four concepts had their own advantages and disadvantage, we can use each
of them to put into practice, people prefer Behaviourism in 1970s however it changes to
constructivists nowadays, it can adopt almost every different work environments in the
workplace, and works well so I highly recommended the constructivists into organisations.
References:
Bambach, M., Compton, R., Morrissey, W., Nankervis, R., Hor J., & Keats. L. (2010)
Recruitment and retention. Sydney: CCH
Bohle, P., & Quinlan, M. (2004). Managing occupational health & safety (2nd ed.).
South Yarra: MacMillan Publishers Australia
Noe, R. A., & Winkler, C. (2009). Employee training and development: For Australia and
New Zealand. North Ryde: McGraw-Hill/Irwin.
Robbins, S., & Judge, T. (2010). Essentials of organisational behaviour (10th ed.). New
Jersey USA: Prentice Hall
Smith, A. (1998). Training and development in Australia (2nd ed.). Chatswood, New
South Wales: Butterworths.
Stone, R. J. (2010). Managing human resources (3rd. ed.). Milton QLD.: John Wiley &
Sons Australia Ltd.
Tovey, M. D., & Lawlor, D. R. (2004).. Training in Australia : Design, delivery, evaluation
and management (2nd ed.). Pearson: Prentice Hall.
Job Application Marking Guide (10%)
Unsatisfactory
Satisfactory
Very effective
Excellent
Exceptional
Fail
Pass
Credit
Distinction
High Distinction
0
5
6
7
8-10
Selection Criteria 1: Justify the need for and importance of, learning and development to support the achievement of
organisational goals
Does not justify the
importance of L& D
for the achievement
of org. goals.
Very limited
justification (a very
weak argument) of
the importance of
L& D for the
achievement of org.
goals. Paper is
descriptive.
Limited justification
(a weak argument)
of the importance
of L& D for the
achievement of
org. goals. Paper is
mainly descriptive.
Fairly strong
justification (evidence
of an argument) of the
importance of L& D for
the achievement of
org. goals. Selection
Criteria demonstrates
some analysis.
Strong justification (a
strong argument) of the
importance of L& D for
the achievement of org.
goals. Selection Criteria
demonstrates strong
analysis.
Selection Criteria 2: Compare and contrast the 4 major learning theories (Behaviourist, Cognitivist, Humanist,
Constructivist)
Not all learning
theories are
addressed.
All learning theories
are addressed, but it
is mainly descriptive.
All learning theories
are addressed.
Some aspects are
compared and
contrasted, but
analysis is limited.
All learning theories are
addressed. Most
aspects are compared
and contrasted; there
is evidence of some
analysis.
All learning theories are
very well addressed. All
aspects are compared
and contrasted; there is
evidence of significant
analysis.
Selection Criteria
demonstrates very
limited evidence of
any academic
research (textbooks
only or poor journal
articles).
Selection Criteria
demonstrates
limited academic
research (1 or 2
journal articles).
Only the basic
aspects are covered.
Selection Criteria
demonstrates
some research (3
or 4 journal
articles). Most
aspects are
covered.
Selection Criteria
demonstrates sufficient
research (5 or 6 journal
articles). All aspects
are covered.
Selection Criteria
demonstrates the use of
quality research articles
(7+ journal articles).
Justification of the
importance L&D is clear.
Demonstrates a depth of
thought and insight into
the subject.
In-text and End-text
contains many serious
errors. Referencing is
very poor, and does
not follow ECU
guidelines. Selection
Criteria presentation
is unprofessional.
In-text and End-text
contains a number
of serious errors.
Referencing is poor,
and does not follow
ECU guidelines.
Some aspects of the
Selection Criteria are
professionally
presented.
In-text and End-text
contains minor
errors. Referencing
is adequate. Not all
ECU guidelines are
followed. Most
aspects of the
Selection Criteria
are professionally
presented.
In-text and End-text
contains a few very
minor errors.
Referencing is good.
Most ECU referencing
guidelines are
followed. Selection
Criteria are
professionally
presented.
In-text and End-text
contains no errors.
Referencing is very good.
ECU referencing
guidelines are followed.
Selection Criteria are very
professionally presented.
Academic Skills
ePortfolio Marking Guide (10%)
Unsatisfactory
Satisfactory
Very effective
Excellent
Exceptional
Fail
Pass
Credit
Distinction
High Distinction
0
5
6
7
8-10
ePortfolio – essential items included


Home page - introduction
About Me page – bio & ECU email


Blog page – min 2 posts
Job Application page – selection file attached
ePortfolio Design
No images or links to
other resources.
Text is unclear &/or
has serious
punctuation and
spelling errors.
Some images or
links to other
resources.
Text lacks clarity
&/or has some
punctuation and
spelling errors.
Some images or
links to other
resources.
Text is fairly clear
&/or has some
minor
punctuation and
spelling errors.
Many images or links
to other resources are
provided that are
appropriate.
Text is clear, one or
two very minor
errors.
Significant appropriate
Images or links to other
resources are used to
enhance the eportfolio.
Text is clear, exact and
engaging. No errors.
Analysis conveys
evidence of personal
response to the issues
or concepts raised.
Beginning to reflect on
workplace training &
development in a
different way.
Analysis conveys
extensive evidence of
personal response to the
issues or concepts raised.
Demonstrates personal
growth and workplace
training & development
awareness.
eJournal (blog)
Personal Response to class material, activities and readings
No personal response
is made to the issues
or concepts raised in
workplace training &
development
Analysis
demonstrates very
limited evidence of
personal response
to the issues or
concepts raised in
workplace training &
development
Analysis conveys
some evidence of
personal response
to the issues or
concepts raised in
workplace training
& development
Personal growth (preparation of assignments, class activities)
Does not reflect on
own work at all and
no examples are
provided.
Reflects on own
work improvement
on occasion but
limited examples are
provided.
Demonstrates an
ability to reflect on
some of own work
but examples
provided are
minimal.
Demonstrates an
ability to reflect on
most of own work.
Begins to demonstrate
good meta-cognition
and provides examples
consistently.
Reflects well on all own
work, demonstrates a
range of meta-cognitive
practices and provides
many examples.
Critical Reflection (thinking and linking concepts to the big picture of workplace learning &
development)
No reference to
workplace, or outside
of class learning.
No reflection on new
concepts.
Minimal reference
to workplace, or
outside of class
learning.
Reflects on new
concepts but does
not demonstrate
how it fits in the
bigger picture.
References to
workplace, or
outside of class
learning, but does
not clearly link
theory with real
practice.
Reflects on new
concepts and is
beginning to link
them to the bigger
picture.
Significant references
to workplace, or
outside of class
learning, and is
beginning to link theory
with real practice.
Clearly reflects on new
concepts and links new
concepts in the bigger
picture.
Significant references to
workplace, or outside of
class learning, and clearly
links theory with real
practice.
Clearly reflects on new
concepts and
demonstrates a clear
understanding of how this
fits in the bigger picture
Very limited
discussion of your
own learning and/or
problem solving
strategies used in
MAN3655.
Some discussion of
your own learning
and/or problem
solving strategies
used in MAN3655.
Substantial discussion
of your own learning
and/or problem solving
strategies used in
MAN3655.
Extensive, reflective
discussion of your own
learning and/or problem
solving strategies used in
MAN3655 including
reference to both the
technical and workplace
learning and
development concepts
covered.
Learning strategies
No discussion of your
own learning and/or
problem solving
strategies used in
MAN3655.