![]() ![]() They won’t expect you to want their input. Important note: In some cases, employees have been conditioned to be passive learners. Provide active training materials-discussions, hands-on exercises, problem-solving scenarios.Provide opportunities for learners to assess their own levels of learning. ![]() Involve employees in the development of training materials seek their input.Provide training that allows employees to use leadership, judgment, and decision-making and that helps employees foster these abilities.When leading instructor-led training, emphasize discussions, collaborations, and active learning exercises and minimize lecturing.When possible, allow employees to take whatever training they want.When possible, allow employees freedom to take assigned training activities in the order they want to.Remember that trainers help employees guide themselves through the learning process.How to Design Your Job Training Accordingly Whenever possible, adults want to be in control of their own actions and their own destiny. What would you rather do-be blindfolded and then be led through a maze as someone pushes you from behind, or remove the blindfold, see where you’re going, and walk yourself to your final destination? It’s the same basic idea with training. Let's review those adult learning principles, shall we? Adult Learners are Self-Directed But this is certainly a great place to start. Once you’ve got these adult learning principles down and know how to use them while designing, developing, and delivering training, there’s more to learn and do. Without this understanding, your training program won’t be as effective. Understanding adult learning principles will help you create training materials and a training program that helps adults learn. Specifically, we’ll list and define six adult learning principles and give you some tips on how to put them to work in your training. Let’s see if we can help you with those problems so you can make your job-training programs better. And hey, to expand that, maybe you’ve noticed that employees often don’t remember or apply the training on the job. And the second is that it’s not always clear how to put these different ideas to work. The first is that a lot of the ideas are presented in difficult, specialized language that you wouldn’t hear at the water cooler. If you’ve studied different ways to make the training at your work place better, you’ve probably noticed a few things.
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