OL-211 M3-DQPR
PEER 1-RM
Learning characteristics differ between children and adults. For example, when you are a kid, you are referred to an institute, and it can be hard to focus because you don't need to be there and want dramas. However, as an adult, you choose whether or not to attend school, what level you want to learn, and what you want to learn (for example, business, language, art, or science). As a result, children have a self-concept in which they take no responsibility for their learning because teachers should teach them when and how they want. Adults control their learning experiences and still expect to be taught, whereas education is an exchange between the teacher and the student. Children can also learn from the experiences of teachers or experts who do not acknowledge the child's experiences. However, as an adult, you have your own experiences that the teacher recognizes and tries to draw on to teach (Snell, 2016). One disadvantage of these attractive characteristics of adult learning is that children tend to understand knowledge for future use. In contrast, adults want to apply the knowledge right away and are frustrated if they cannot do so.
Many training in large corporations depends on what other organizations have done that has worked for them. This way of thinking is incorrect because each organization is unique and requires various skills to function effectively. Holding irrelevant training or over-training your people can result in them not participating in the activity; this is especially true in the military, where we over-train our people. Businesses have now resisted this and are developing training plans through the use of learning officers. These individuals are top executives within their organizations who ensure that their training is current and focused on the firm's principal strategic issues (Snell, 2016). There is a training model based on this new direction in how organizations respond to the needs of learners. They begin with a needs assessment to determine what training is required, design the learning objectives and principles, obtain implementation methods, and select how to deliver the training. Finally, assess how well they have received the training and whether it was successful.
References
Snell S., Morris S., Bohlander G. (2016). Managing Human Resources. Boston, MA. Cengage Learning.
Reply to Thread
PEER 2-SN
Hello everyone-
After reading this week's activities, I learned about many characteristics that adult learners have. Some of these include motivation to learn, orientation to learning, and the need to know. Students are motivated to learn to improve their grades. They also need to learn to be ready to learn. This characteristic is the reason why adult learners need to know what they are learning. For me, my goal is to obtain a Bachelors's degree to get a job that I love. Also, I want to learn how to manage a small group and help others. On the other hand, orientation is to learn; when I focus on a task and/or a problem that I have to work on.
HR trends are responding to the needs of employees. One way to meet these needs is by carrying out a training needs assessment. This process helps the hiring company identify the training that's needed by the employees. (Snell, Morris, & Bohlander, 2016) A needs assessment is a process used to identify; the skills and competencies that an individual needs to have to perform their job. A task analysis is a follow-up step that helps identify the competencies needed to get the job done. This week's video talks about person analysis, which helps managers identify areas of weakness in their prospective trainees. It also helps them design training programs that are designed to address these areas.
References
Finlay, J. (2017, May 17). Andragogy (Adult Learning). Retrieved January 19, 2021, from https://www.youtube.com/watch?v=vLoPiHUZbEw&t=43s
Snell, S., Morris, S., & Bohlander, G. W. (2016). Managing human resources (17th ed.). Boston, Massachusetts: Cengage Learning. Retrieved January 19, 2021, from https://ng.cengage.com/static/nb/ui/evo/index.html?