Learning Styles - Doc Download - CiteHR
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Hi all
Just thought I would share some information on Learning styles, as I feel as a manager or trainer it is always important to be aware of your own and staff's learning styles to be able to more effectively, train mentor and develop your staff.
Greg Egan
Sydney, Australia
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These are useful self assessment questionaires which I have used with staff in the past I have managed, and also a exercise when doing training around coaching and mentoring, or training, or management.
Greg Egan

Attached Files
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File Type: doc Vak - learningstylesquestionnaireselftest.doc (69.5 KB, 1016 views)
File Type: pdf Vak - learning_styles_questionnaire PDF.pdf (142.8 KB, 725 views)
File Type: xls Memletics - Learning-Styles-Inventory.xls (98.0 KB, 816 views)
File Type: xls Assessment - free_multiple_intelligences_test.xls (39.0 KB, 826 views)
File Type: doc General - Learning Styles Questionaire.doc (131.5 KB, 818 views)

Thank you for posting the questionnaires. However, I wonder whether you are violating the Copyright laws, as it says "Not to be sold or published".
Have a nice day.
A retired academic in the UK
Dear Simhan,
I think the author of this post has not violated any copyright as he has given due credit to the copyright holder (V Chislett MSc & A Chapman 2005) as well as the publishers (Businessballs.com) by giving their particulars and has not published as his own. So, it can be treated as good information for the community members with due credit to the authors as well as publishers.

Dear Dhingra,
Though we are deviating from the topic of learning Styles, it is worth pointing out that there is a difference between PLAGIARISING and violating copyright laws. Both fall under the concept of "Academic Integrity. Please see Plagiarism vs. Copyright Infringement: Is Copying Illegal? and Academic Integrity, Plagiarism, and Copyright Materials <link updated to site home> ( Search On Cite | Search On Google )
If I were sure about the violation I would have deleted the attachments, like I have done when e-books have been posted.
In the closed thread at http://citehr.com <link updated to site home> I had written thus and it had received only one response from Akshay Dubey.
Hi all
I have been commenting on posts of others when I have found that they cut/copy and pasted or posted pieces sent to them by email.
I did some research using Google and found that both the concepts are only around 400 year old in the west. The seriousness of getting caught plagiarising others work can be found at The Hindu : New Delhi News : Indian-origin doctor admits to plagiarism
However, I was reading a book in Kannada language titled "Sri Vedanta Desikara Subhashita Neevi Emba Neeti Vachanagalu" by Kalbagal, Srivatsa, published in 2004 by the author. I was surprised to find that Sri V D had said as far back as c1300 that no one should steal his work. He says(my translation of the work of SK, p.6.) if one obtains help from other books/sources it is good practice to acknowledge it. He continues, No one should steal his work either wholly or in part, as if there are any weaknesses or faults in his(Sri VD's) work, then the faults become that of the stealer, and Sri VD does not want the defaulter to be burdened with that ...
What a senitiment of the great scholar.
Have a nice day.

Hi all
Oh these are defiantly not mine. These learning style questionnaires are from theorists such as Vak, Honey and Mumford, and other information has been found freely on businessballs which is a site full of free resources.
These learning style questionnaires basically all came from that website.
Gee I wish I had the background to create those learning style models from scratch but unfortunately I am not that brilliant. Just found them useful tools in staff development, and also training.
Hi all

The concept I have around staff development is that when you get a new staff member the first thing you should be doing as a supervisor is to first sit down learn about them, undertake a skills and knowledge audit listening about the things the new worker has done professionally within their previous roles and what they have studied formally. Then look at what there overall career goals are. Then compare their current skills and knowledge with what they have to learn in their current role by reviewing the current job description.

The after I have done that I will get them to undertake a learning style questionnaire with my staff member to get a feel for how they learn.

From this point I will develop a work plan or career development plan with them, on how I will develop their skills, taking into account their preferred learning style where possible to help fast track their learning, but also to build there skills in other areas.

I have found undertaking this sort of process from the beginning when I get a new staff member it helps me understand the new worker, learn where to use them best in the workplace, and also show them that I am interested in them and developing them.

In an environment where we have a high turnover of staff, the more committed we are to them, the more likely we are to keep them longer. In western world we are lucky to keep a staff member for 3 years before we move on, so we have to look at new ways to not only develop our staff faster, but motivate them to stay in our organizations.

That's just my thoughts.

That a very normal asked question, That's I feel the same too.
Top Engineering Colleges
Dear Greg Egan,
Thanks a lots for providing us such a wonderful learning resources. This will help us to provide better training and development programme for the trainees in more creative & innovative way, which help them to get learn quickly & retain it as long.
Keep Sharing such other information materials......
Best Regards:
Vikas Ranjan
Dear Greg, Whatever one do, if his intention is right it’s fine. You did a very useful thing, appreciated Regards Shyam Kumar
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