Learning and Development – Importance of Identifying Learning Styles.

Introduction

Training is the development and delivery of information people will use in their jobs. This definition distinguishes training from other situations where people are provided information, but they're not necessarily expected to use it. The distinction between training and non-training activities is an important one. 

Mainly the process for developing training is substantially different from that of non-training activities. Development refers to learning interventions that make people better. Employee development is almost universally recognized as a strategic tool for an organization's continuing growth, productivity, and ability to retain valuable employees.

No matter training or development, people learn in various ways. Learning styles indicate the most effective methods of instruction for various types of learners. When developing training content and delivery methods, recognizing these differences enhances the effectiveness of training.

What are the different learning styles that trainers should recognize?

Our distinct learning styles are Visual learners (like to see when learning), Auditory learners (better by listening), Read writing, and Kinesthetic learners (best acquire new skills and knowledge by doing something). Although everyone learns in all of these styles, each person has one dominant learning style.

Although each person normally has one dominant learning style each of us learns in all four ways. A small number of people learn just as easily using any of the four styles. Trainers should recognize these various styles and present material to stimulate all four.

Often when people are asked to assume a trainer role, they begin with an image of training based on how they were taught in the past. In most instances, the image in their mind is closely related to how they were taught as children in school, but there are some significant differences between children and adults as learners.

It is important to understand these differences between the pedagogy of the art and science of helping children learn, and andragogy, the art and science of helping adults learn. Then you can train yourself for the needs of your older audience.

Let's first look at pedagogy and how we learn as children.

• Rely on others for learning – such as the teacher in the classroom
• Accept the information being presented at face value
• Expect to learn to be useful
• Have little or no experience upon which to draw
• Have little ability to serve as a knowledgeable resource - teacher or classmates in their learning environment.
• Androgyny, the way adults learn, for example, is a little different,
• Decided for themselves what is important to be learned
• Need to verify information - taught or provided in a lesson based on their own beliefs and experiences
• Expect what is learning to be immediately useful
• Have past experience to draw
• Have a significant ability to serve knowledgeable as a resource - to the trainer and learners around them.

The differences between children and adults as learners point to the need to follow specific principles.

 

When training adults

• Focus on real-world problems.
• Emphasize how learning can be applied.
• Relate learning to the goals of the learner.
• Relate learning to, past experiences of the learner.
• Allowed to be in challenge ideas.
• Listen to, and respect the opinions of learners.
• Encourage learners to be a resource to you the instructor and one another.

Professional trainer’s ability

With that, you can see it's important to know and understand the most basic training tool used by professional trainers. It's called the ADDIE model. You see it here.

Any model is a generic, systematic, step-by-step framework the trainers used to develop great initiatives. In the first phase Analysis - needs, and objectives of the learning or established, in the design phase learning, objective session, structure, and resources are identified, during the development phase content for the training session is completed, and the implementation phase involves the preparation and delivery of training content and finally, the evaluation phase is an ongoing process that ensures all stated goals of the learning process to meet specified needs identified in the analysis

Many organizations, recognizing the strategic importance of learning, strive to become learning organizations. A learning organization embraces a culture of lifelong learning, enabling all employees to acquire and share knowledge all the time. Tainting processes are carefully scrutinized and aligned with organizational goals.

Managers take an active role in identifying training needs and helping to ensure that employees use their training and their work. Also, employees are actively encouraged to share knowledge with colleagues and other work groups. In learning, organization training is seen as one part of a system designed to develop people through continuous learning.

Conclusion

Managers must identify and analyze the right learning methods, develop them correctly, develop them as necessary, implement them when necessary and evaluate them regularly. Failure to do so will directly lead to the failure of the organization's goals and objectives.

 

Definitions

• Training: delivered by the organisation or an external service

‘A set of planned activities on the part of an organization to increase job knowledge and skills, or to modify attitudes and social behaviour, to achieve specific ends which are related to a particular job or role’ (Henderson, 2017)

• Learning: developed by the individual through experience

‘A relatively permanent change in knowledge, skills, attitudes or behaviour that comes through experience’ (ibid).

• Development:

the ‘continuing improvement of an individual’s effectiveness’ in terms of their role or profession beyond the immediate task or job (ibid).

• Education: 

the ‘process of personal growth in abilities and attitudes’, which might take place independently of its application to work, and is therefore a broader experience than training or work-related learning and development (ibid).

References

https://www.mindtools.com/ak6cyjn/vak-learning-styles [Accessed on 03 April 2023]

https://www.youtube.com/watch?v=rQuZUqrmQWw&t=52s [Accessed on 02 April 2023]

ADDIE – Instructional Designer's Handbook (unizin.org)[Accessed on 04 April 2023] 

PPT - Malcolm Knowles Adult Learning Theory PowerPoint Presentation, free download - ID:1699455 (slideserve.com) [Accessed on 02 April 2023]

https://www.youtube.com/playlist?list=PLdinyWzDfipMxH01XdqhYSe2kEJXTlilg [Accessed on 04 April 2023]

Branch, R. M., & SpringerLink (Online service). (2009). Instructional design: The ADDIE approach (1st.;1st; ed.).a