Trends in Adult Learning Settings



Trends in Adult Learning SettingsElena MarcumAET-500July 30, 2014Dr Sara BixlerTrends in Adult Learning SettingsThere have been many changes in education since you were a little girl, adolescent, teenager, and adult. Curriculum has become much more advanced for the average student, much less an advanced aged adult learner. It is fast paced and it does not seem to be slowing down any time soon. Technology is changing and developing at a face pace, it seems harder and harder to catch up with it.But you will manage to begin The American Society for Training & Development (ASTD) Competency Model. The training and development profession has undergone significant transformation in the last decade. The ASTD Competency Model redefines the skills and knowledge required for trainers to be successful now and in the future. It captures changes driven by digital, mobile, and social technology; demographic shifts; globalization; and economic forces (Arneson, Rothwell, & Naughton, 2013). The ASTD Competency Model:defines the latest competencies needed for success across the entire T&D industry.provides a professional development roadmap for T&D leaders and practitioners.identifies T&D skills gaps and ways to close them that align with individual and organizational goals.Training and development come in two forms: formal and informal. Informal training and development is casual and random. Informal learning is ideal for very experienced people. This training and development occurs naturally that people are unaware that they are in a training environment. This is also described as on-the-job training. An example is informal group discussions among employees about a certain topic.Formal learning is always organized and structured, and has learning objectives. Formal training is always intentional, the learner’s objective is to gain knowledge, skills and/or competencies. Examples is learning that takes place within the initial education and training system or workplace training arranged by the employer. Formal learning is ideal for new learners, for example, to learn a new technology or specific procedure. What good is training and development if the adult learner is not motivated (Arneson, Rothwell, & Naughton, 2013).Teachers and facilitators should base curriculum on the learner's experiences and interests. Every group contains diversity in personality, past experiences, levels of readiness to learn, and individual learning styles. Using different strategies or a combination can have a great impact on learning, for example; problem-based learning, case studies, educational games, role playing, guided group discussions. As a future educator or trainer, you have to develop your own philosophy about teaching. You also need to be aware of the kinds of learning that you are promoting in your classroom. Sometimes we set up activities or assignments that get people started on critical thinking. Our learners are all adults, they have to make their own decisions and it is almost impossible for us, as educators, to know how to censure everything that could cause our learners to think.The point is, that there are times when we are in the position to trigger some critical reflection and we have to be careful how we go about doing this. In other words, we need to engage in some critical reflection of our own when it comes to our own teaching and training practices.ReferencesArneson, J., Rothwell, W. J., & Naughton, J. (2013, January 10). Training and Development Competencies Redefined to Create Competitive Advantage. Retrieved from ................
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