Training Methodology and Theory
Abstract
Kolb’s Theory of Learning states that for the learner to fully grasp the concepts and ideas, they have to touch all the bases. Kolb’s theory has four stages of learning; concrete experience, reflective observation, abstract conceptualization, and active experimentation. Honey and Mumford’s Theory of Learning this theory came about as a variation of Kolb’s theory of leaning. Although Honey and Mumford’s Theory of Learning has more similarities than differences with Kolb’s theory. Visual, Auditory, and Kinesthetic Learning Styles (VAK) has three basic learning styles: auditory, visual, and kinesthetic. In today’s work environments, it has become increasingly important for employers to align themselves with current trends in workplace training. Although traditional methods of learning are still in use today, it has become increasingly important that organizations go for performance improvement and performance support. The training cycle is continuous and repeats itself, employees who do not grasp concepts will have the chance to undergo the training again until there is common knowledge of the training concepts.
Major Theoretical Approaches to Workplace Training
- Kolb’s Theory of Learning
This theory was invented by David Kolb. According to Manolis, et al. (2013), Kolb’s theory has four stages of learning and four learning styles. Kolb advocated for learning through experience. The four stages of learning are concrete experience, reflective observation, abstract conceptualization, and active experimentation. The four sages are discussed below:
- Concrete experience – This stage involves the learner actually experiencing the learning process by either seeing, taking part, or experimenting.
- Reflective observation – In this stage, the learners review what they have learned in the earlier stage.
- Abstract conceptualization – Here, the learner attempts to put what they have learned into perspective by imagining it in real life situations.
- Active experimentation – This is the stage where the learner now applies the skills they have learned. In this stage, the leaner actualizes the ideas by doing.
The theory further states that for the learner to fully grasp the concepts and ideas, they have to touch all the bases. Additionally, each learner has their own distinct learning style. Kolb’s learning styles are as follows:
- Diverging – This style involves feeling and watching
- Converging – Here, the leaner partakes in feeling and doing
- Assimilating – The learner is involved in thinking and watching
- Accommodating – The learner partakes in thinking and doing
Kolb further adds that once the employee or trainer is able to identify each employee’s learning style, then each learner can receive specialized training in order to learn faster.
- Honey and Mumford’s Theory of Learning
This theory was developed by Peter Honey and Alan Mumford. According to Çakıroğlu (2014), this theory came about as a variation of Kolb’s theory of leaning. Honey and Mumford, when introducing their concepts, stated that their theory had more similarities than differences with Kolb’s theory. Their theory, therefore, also had four styles of learning. They named each style according to the characteristics of each learner as follows:
- Activist – This learner likes to take part in the learning process, rather than watching from the sidelines. Activists are fully involved in the learning activities.
- Theorist – The theorist is interested in learning all the facts before fully endorsing the learning process. This means that they prefer to conceptualize first before taking part in further activities.
- Pragmatist – The pragmatist is an experimenter. They prefer to be guided by logic as opposed to accepting ingesting knowledge that has no logical backing.
- Reflector – Finally, the reflector prefers to learn, give the knowledge some further thinking, and going deeper into the concepts. Reflectors end up making conclusions of the learning process.
The theorists further added that most leaners incorporate the use of all the four styles of learning. However, most people have one or two dominant styles ().
- Visual, Auditory, and Kinesthetic Learning Styles (VAK)
This theory suggests that learners have three basic learning styles: auditory, visual, and kinesthetic. According to Sarabdeen (2013), learners who use the auditory style of learning prefer the processes of reading and talking. They may prefer to read out loud rather than skimming through information with little or no speech. Visual learners on the other hand, prefer to read and write down the information being passed on during training. They may also prefer demonstrations and study charts. Finally, the kinesthetic learners ingest knowledge through touch and movement. They love to be stimulated through physical activity.
Major Trends for Workplace Training
In today’s work environments, it has become increasingly important for employers to align themselves with current trends in workplace training. This is to ensure that employees continue learning new concepts as they are discovered. The following are some of the major trends in workplace training:
- The use of gamification courses has become more prevalent. This involves the use of games and similar techniques as a way of motivation employees (DuVernet& Popp, 2014). This method has been effective because it takes away work-related stress from employees’ minds.
- Video learning has also become popular in workplace training. Managers have turned to the use of online video platforms and video presentations to administer training to employees.
- Workplace trainers are also incorporating the use of learning management systems. These are systems that assist with data collection and the personalization of learner course information (Coskuncay, 2013).
Reasons for the Trend Away From Traditional Training
Although traditional methods of learning are still in use today, it has become increasingly important that organizations go for performance improvement and performance support. Reasons for this trend are listed below:
- These modern ways of training enable that each employee’s weakness are known and, therefore, necessary support can be offered.
- They have made it easy for employees to master their roles and responsibilities because of specialized learning techniques.
- These methods have ensured that each employee receives training according to their unique learning styles.
Optimal Approach for the Project
The best training approach for The New Hope Shelter will be by utilizing Kolb’s theory of learning. This is because this form of learning incorporates thinking, watching, doing, and feeling. This means that employees will be fully indulged in the training activities. The trainers will integrate video training, physical demonstrations, and brainstorming activities. Furthermore, because the training cycle is continuous and repeats itself, employees who do not grasp concepts will have the chance to undergo the training again until there is common knowledge of the training concepts.
Key Characteristics of the Target Learners
The learners at The New Hope Shelter will be working class adults. This means that the learners will want to feel in charge of their learning processes and outcomes. Therefore, the trainers will have to work hand-in-hand with them to ensure everything runs smoothly. Additionally, the learners will have a wealth of knowledge on the subject matter. Hence, the trainers will work to add on to their existing knowledge.
Furthermore, the learners will be results-oriented because they will be in a position to understand what will be expected of them from the job. Fourthly, the learners will be reserved on the kind of training objectives required of them. Through experience, the learners will have developed an interest in some areas and lost interest in other areas. Finally, the learners will be expected to have other responsibilities apart from their jobs.
Learning Objectives of the Training
By incorporating Kolb’s model of learning, the learning objectives will be as follows:
- To help the learners understand the nature of emotions homeless people have to deal with.
- To assist learners to think critically about the ways in which they can make life easier for the homeless.
- To help the learners understand ways through which they can escalate minor infractions.
- To make learners understand what to do in times of emergencies.
- To help learners understand how to maintain emotional intelligence regardless of the situation.
Benefits of the Proposed Training and Methodology
The main benefit of the methodology is that it will provide learners with the ability to think critically about how to solve problems at the facility. Secondly, the training method will enable learners to gain tangible experience because it will involve physical activity and demonstrations. Finally, the training will offer students a deep understanding of the concepts because it will be repeated for learners who will not grasp certain ideas (Reinholz, 2016).
References
Çakıroğlu, Ü. (2014). Analyzing the effect of learning styles and study habits of distance learners on learning performances: A case of an introductory programming course. The International Review of Research in Open and Distributed Learning, 15(4).
Coskuncay, F. (2013). A model for instructors’ adoption of learning management systems: Empirical validation in higher education context. Turkish Online Journal of Educational Technology-TOJET, 12(2), 13-25.
DuVernet, A. M., & Popp, E. (2014). Gamification of workplace practices. The Industrial-Organizational Psychologist, 52(1), 39-44.
Manolis, C., Burns, D. J., Assudani, R., &Chinta, R. (2013). Assessing experiential learning styles: A methodological reconstruction and validation of the Kolb Learning Style Inventory. Learning and individual differences, 23, 44-52.
Reinholz, D. (2016). The assessment cycle: a model for learning through peer assessment. Assessment & Evaluation in Higher Education, 41(2), 301-315.
Sarabdeen, J. (2013). Learning styles and training methods.
