The assessor

The Assessor- A Case Study

Carla George (Education Researcher)

Carla George Warwick University May 2018

The Assessor- A Case Study Carla George (Education Researcher)

Abstract- The research is an investigation into life as an assessor and the journeys I encounter with the apprentices.

Index Terms—Workplace, Assessor, Learning development, Apprentice

INTRODUCTION

My current job role involves working as a Training Advisor where I have the opportunity towards to visit learners in their current workplace delivering the outline for their apprenticeships. In my field of work I have the opportunity towards observing apprentices carrying out their day to day tasks as part of their apprenticeship and using this as portfolio evidence online to contribute towards their study.

I decided to pursue a bottom up approach in my research known as deductive as I wanted to focus on a specific subject matter and narrow this down to relative questions as constructed below.

Charmaz 2006 explains the benefits of this approach are developing a context in relation to the subject based on the assumptions and definitions. The approach relies on the perceptions and approach of the researcher to achieve the objective. There are elements of a grounded approach to achieve this that involves some ethnographic examination. I will be exploring work culture and experiences in the workplace. The benefits of ethnographic research as you can capture events that are not possible with interviews or questionnaires you are able to observe experiences that are naturalistic and authentic towards this research. The evidence are gathered in a holistic manner, my examination I will be exploring skills and development in the workplace. The benefit of using this method that you are capturing unexpected behaviours and qualities that are not possible with other methods. This method relies on observations and interviews in a naturalistic setting.

Carla George Warwick University May 2018

Work place learning as described by is to support the organisation’s requirements regarding training and development opportunities towards promoting work effectiveness. I would like to explore further into apprenticeship learning based on my literature review apprenticeship is an opportunity towards becoming competent or skilled in accordance with your career choice. An apprentice as described is paid by their employer to learn and can build their skilled through mentorship. Every apprentice’s learning experience are individual this depends on their employer and training provider explains that workplace experiences support the development of procedures and engagement of work activities that will allow others to accomplish a superior performance within their job role.

The perception from others that vocational school is poorly paid but developing current technological skills and relevant knowledge will lead to better career opportunities. Apprentices learn by doing as explained in the literature review they based their system on structure and their own understanding (kinaesthetic learning) it is important for assessors to understand the appropriate system to apply without incurring consequences.

During management meetings and QUIP sessions based on qualification practice outlining good and improvements to be made. We also share our experience with learners and issues that should be addressed with external verification. Coaching and mentoring learners we strive on as this adaptable across the broad and how we should incorporate this into our assessment practice we also focus on peer to peer observations to observer good practice with others and implement this into our session with learners.

We advertise newsletters and stories of success from our learners to reflect the results of our practice and including social media. The organisation overall adopts most Wenger’s approach as she expresses individuals as brokers where they are fully engaged with the process developing models and they have different approaches in developing new practices whether they are drifters, developing personal relationships or thrive on new information and feedback to others. This is truly positive this shows that everyone has a sense of togetherness to ensure success and achievement within the organisation.

Wenger also mentions about establishing identities and know what your place in the organisation this involves elements of trust knowledge and morality. In organisations, you will never find the perfect setting to work in Wenger’s view that all organisations should adopt a structured social system to allow for others to fit in where they feel comfortable in sharing ideas and experience whether its past or present, and adapting the whole process to our personal perspective.

Violino 2001 explains that training and development is a huge selling point for decision making regarding career choice for others. Employees evaluate potential of the workplace based on these factors is the basis for accepting and declining jobs.

Carla George Warwick University May 2018

I. MODE OF TRANSFER

Lave and Wenger explains that knowledge is obtained through means of changing situations and personal requirements of others rather than traditional forms of learning. (Author Name) describes three purposes regarding learning at work this relates to the following is to obtain authentic skills in relation to workplace development, in apprenticeships the apprentices are supported through their workplace peers and mentors to understand workplace practice and their choice of occupation.

PILOT STUDY OUTLINE

Developing a training plan that include learning resources and organising the learners into groups after this they will evaluate their experience what went well and improvements. I carried out simulation activities that supports their development into Digital Marketing this involved creating online blogs, discussion forums and website campaigns. I developed evaluation sheets so that I can have an overview of their performance and myself as a trainer.

FOCUS GROUPS AND INTERVIEWS

Focus Groups is another form of group discussions or interviews that targets attitudes, beliefs, experiences and reactions. The benefits of a focus groups you can see engagement from others in a group setting compared to observations and interviews. You can generate a variety of concepts towards exploration of findings. The participants can be involved in the decision-making process and they feel empowered and valued as individuals. Goss & Leinback 1996. Good collaboration will lead to trust and good morale the participants will direct their own topics of discussion the limitation that not everyone will be forthcoming in discussing their opinion, but this can be overcome by the setting and icebreakers.

Interviews explore people’s feelings and perceptions there are a variety of interview techniques to apply to ensure this is used effectively. I used both unstructured and semi-structured interviews which has some elements of ethnographic discussions and informal settings. In my observations the discussions are ongoing as I wanted to explore my findings in a natural setting and understand attitudes towards approaching the situation. The researcher will have the opportunity towards setting the scene for the interview, but the participation is very minimal as the participant is leading and directing the topic. (Fife 2005 & Burgess 1982). Unstructured interviews are useful towards exploring patterns of behaviour and information finding.

REFLECTION

I encountered some challenges during my research using grounded theory can incur vast amount of information. I had to utilise time towards sampling and selecting data that was relevant towards the research. I had limited time within the organisations to observe and interview due to the needs of their business as I had to also adhere and respect their procedures it was beneficial arranging adhoc visits for further observations and interviews.

I had to also develop my research skills in respect of writing as an academic as my whole career in the industry I never had the opportunity to write in this manner and this is still work in progress. I enjoy writing that reflects my way of communication I prefer this style as a means of expression and to emphasise myself as being a unique in my own way.

It is also difficult to switch sides as I felt during writing this report I am not really expressing my personality if I must write as an academic or scholar. The decision to go back to university is really about self-development and career choice.

Carla George Warwick University May 2018

SUMMARY

Overall during my experience, I felt that I could accomplish my objectives there are some areas in my research that still requires further research. The challenges encountered really helped me to reflect and understand my strengths and weaknesses as a researcher this also helped to build my confidence and motivation.

REFERENCES

Brown, J.S., Collins, A., & Duguid P. (1989). Situated Cognition and the Culture of Learning.

Educational Researcher, V.18, (1), 32-34.

Apprenticing with the customer Beyer H, Holtzblatt K May 1995 Integrating Learning and Work Ellstrom P 2001

Carla George Warwick University May 2018