September 7, 2007
Did you know...?
Each year millions of dollars are spent to train adults in the workplace. Training costs can range from $658 per employee in healthcare to $1,059 per employee in the service industry according to the American Society for Training and Development. Companies are seeking a competitive edge through workers who are better trained.
According to the Bureau of Labor Statistics, the United States will face a shortage of 10 million skilled workers by 2010. The amount of money companies need to delegate to training the replacement workers will continue to increase.
Creating a learning culture is imperative in today's economy. In the workplace, training is used to enhance productivity, promote safety, growth and development or to train new employees and/or promote employees.
Adult learning must begin with a basic understanding of ways that adults learn. Trainers must not only know the content to be presented but how to deliver the information in the most beneficial way to the target audience so that they comprehend and retain the information. In safety sensitive jobs, the difference between effective and ineffective training may be death, injury, pain, suffering and lost profits.
How do adults learn? Learning is often defined as a permanent change in a behavior (i.e. Practice makes Permanent). There are 5 main principles that can be applied to learning: Sensory Stimulation Theory, Cognitive Theory, Reinforcement Theory, Facilitation, and Andragogy.
In Sensory Stimulation Theory the senses must be used in the learning process for change to occur.
In Cognitive Theory the purpose of learning is to teach the brain to engage in critical thinking and problem solving. Training should include hands-on problem solving activities. Adult learners need direct, concrete experiences in which they apply the learning in real work.
Reinforcement Theory is based on behavioral psychology (stimulus and response). Adults need to receive feedback on how they are doing and the results of their efforts. Opportunities must be built into professional development activities that allow the learner to practice the learning and receive structured, helpful feedback.
Facilitation emphasizes the learner's involvement in the learning process and the relationship between the trainer and the learner. Transfer of learning for adults is not automatic and must be facilitated. Coaching and other kinds of follow-up support are needed to help adult learners transfer learning into daily practice so that it is sustained.
Andragogy focuses on the importance of relevance and other adult learning principles. Adults will commit to learning when the goals and objectives are considered realistic and important to them. Application in the "real world" is important and relevant to the adult learner's personal and professional needs. Adult learners need to see that the professional development learning and their day-to-day activities are related and relevant. To help facilitate training, explain the training objectives up front and immediately engage the learners.
Adult learners come to learning with a wide range of previous experiences, knowledge, self-direction, interests, and competencies. This diversity must be accommodated in the professional development planning. Trainers must be able to respect learners as decision makers and be able to create an inviting environment for adult learning.
Incorporating adult learning theory and practices into training is compelling when compared to incurring the cost of even one injury or fatality in the workplace. A safe work environment should be the goal of every organization and the adoption of adult learning principles into the training program can support this objective.
Each year more than 40 million adults participate in educational activities including safety training. Effective training is an important competitive differentiator. Organizations that focus on adult learning may benefit financially as well as have a safer work environment for their employees.
To learn more about andragogy and other adult learning theories proposed by Malcolm Knowles, point your browser to: http://www.infed.org/lifelonglearning/b-andra.htm.
To learn more about services OHS-COMPCARE has to offer, contact our Client Services Team at (816) 559-6306 or by e-mail at customerservice@ohscompcare.com. You can also visit us at www.ohscompcare.com.
*Please feel free to forward this information to any member of management in your company who would benefit from it.*
OHS-COMPCARE has eight (8) area clinical facilities:
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Blue Springs Clinical Facility |
Independence Clinical Facility |
Johnson County Clinical Facility |
St. Joseph Clinical Facility |
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801 NW St. Mary’s Drive |
19000 E. Eastland Center Crt, St. 200 |
10415 Lackman Road |
904 Edmond Street |
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Blue Springs, MO 64104 |
Independence, MO 64055 |
Lenexa, KS 66219 |
St. Joseph, MO 64501 |
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816-224-9121 |
816-478-9299 |
913-495-9905 |
816-233-7702 |
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After Hours Available |
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KCMO/Broadway Clinical Facility |
KCMO/Front Street Clinical Facility |
Wyandotte County Clinical Facility |
Grandview Clinical Facility |
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1650 Broadway |
6501 East Commerce, Suite 110 |
1333 Meadowlark Lane, Suite 200 |
13830 S Us Highway 71 |
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Kansas City, MO 64108 |
Kansas City, MO 64120 |
Kansas City, KS 66102 |
Grandview, MO 64030 |
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816-842-2020 |
816-483-5550 |
913-596-2774 |
816-761-4664 |