2021 Is The Year Of Continued Adult Learning And Training Focus
In all our online e-learning courses, we provide guidance not only on the subject matter but how to learn, apply and sustain the content through training and awareness. Each of the on-line e-learning seminar(s) consists of: pre-reading material, 150-250 slides presentation with notes on each slide, trainers speak on each of the 15-25 chapters, 15-25 exercises for study or discussion, certification exam(s) consisting of 40-60 multiple choice questions, a set of templates, policies, and procedures and a certificate of attendance with CPE points
Training is not learning
Danish professor Knud Illeris developed a model of adult learning that focused on cognition, emotion and society; all three of which must be present for learning to occur. Illeris assumed that his model’s cognitive element contained knowledge and skills, the emotional component had feelings and motivation, and society was comprised of communicating with other people (Merriam et al., 2007). According to Illeris, one of five types of “raw material” starts off the learning process. The raw material consists of perception, transmission, experience, imitation and activity.
Conversely, Peter Jarvis’s learning process suggested that all learning begins with experience as well as with the five human senses (Merriam et al., 2007). Unlike McClusky, Illeris and Knowles, Peter Jarvis theorised that the body’s senses played an imminent role in learning; thus becoming the first theorist to emphasise the body/mind connection. While Jarvis recognised the importance of experience similar to the others’ theories, he emphasised the importance of the body in learning, something that these others neglect.
Difference between training and learning. Is there a difference between training and learning? This is one of the questions that the current crisis has overwhelmed the training organisations, such as developing programs that will allow the adult learner to learn the material at hand, retain it and use it.
We develop successful training programs that do this; the differences between training and learning must be understood. Training is not learning. We can train someone to hit a cricket ball in an hour, but it takes years to learn the game, let alone understand it!
Is there a difference between training and learning? This is one of the questions that has plagued instructional designers and training organisations for years. Some people are of the mindset that if we build it (training), they will learn it. In contrast, others have only to look at the absence of behaviour change to know that someone who participates in training may not always learn and, more importantly, apply, the specified material.
Training departments in organisations worldwide have been fervently trying to develop programs that will allow the adult learner to learn the material at hand, retain it and use it. To create successful training programs, focus on the differences between training and learning must be understood. Training is not learning. We can train someone to hit a baseball in an hour, but it takes years to learn the game at a proficient level.