Coaching and Mentoring for Workplace Learning (Specialist Diploma)

This module provides opportunities for workplace coaches and mentors to explore and experience various emerging learning technologies, which they can leverage on to create just-in-time learning as well as promote active and self-directed learning.

This module unpacks the ‘Method’ dimension in the Cognitive Apprentice (CA) framework to enable workplace coaches and mentors to describe and apply the ‘Ways to promote the development of expertise’ for the novice employee. This development of a novice to become an expert, requires and to shift their habit of mind through coaching and mentoring. These ‘Ways’ or facilitation methods include modelling, coaching, scaffolding, articulation, reflection and exploration.

This module introduces workplace practitioners to continuous learning design and its implementation in the workplace. The continuous learning design leverages on the Cognitive Apprenticeship (CA) framework to enhance the learning experience.

This module focuses on applying the principles of performance assessment at the workplace to shape professional conduct and workplace practices. The application focuses on the assessment demands, which workplace-learning practitioners commonly face. Workplace coaches and mentors will have the opportunity to explore the benefits and challenges of using tools such as checklists, rating scales and rubrics.

This module introduces various aspects of skills gap analysis, which workplace coaches and mentors use to identify organisational learning needs. The value of using learning analytics is in its ability to offer insights for building internal and external organisational growth plans for the future.

This module will introduce a well-structured coaching and mentoring framework for long-term developmental process. It will equip workplace practitioners with effective coaching and mentoring skills. The module will help them harness emotional intelligence to guide workplace learners to move from initially engaging in task-oriented learning activities to one of becoming constructive and engaged employees.