Considering Staff Training

Before you head down the road of training staff there are some considerations that you need to be aware of in conducting competency based training in the workplace.

What is Work Based Learning?

‘Work based learning enables individuals to learn directly from the work they do.’

Some of the advantages of work based learning are:

• The transfer of skills is easily achieved from one stituation to another
• Training on-the-job can save time and resources
• Support is always available
• Learning is directly linked to tasks

The Adult Learner

The major factor to consider when teaching adults is that they bring with them a volume of life experiences and a readiness to learn when they can see the connection between training and job promotions, or better pay etc.

To address this in your training sessions ensure that you:

• Inform the participants of the relevance between what they will learn in the classroom to the workplace.
• Highlight to participants the current knowledge and skill they possess and where they will be as a result of the training.

Personal Experience

As suggested adults bring a range of skills to help them learn. For example, at the Point of Sale you would not show staff how to wrap and pack customer purchases before demonstrating how to process the sale.

This is not to say that adults are difficult to train if you:

• Relate new situations, materials and methods to past experiences
• Acknowledge the past experience as an active component of learning and respecting it as a potential resource for learning.
• Employ training methods that use the learner's experience - group discussion, case studies, role plays and so on. (ANTA, 1999 p.28)

Learning Styles

In your planning of a training session you should consider the learning styles of the participants. All adults have different ways of learning so offering a range of learning styles in the training program will go a long way to accommodating most individuals.

There are four main Learning styles:

1. Auditory - Audio tape, Lectures, Questions and Answers
2. Visual - Books, Pictures, Graphs, Video
3. Kinaesthetic - Role plays, Hands on experience
4. Combination of the above

Barriers to Learning

As suggested, adults learn in different ways. As a result some individuals comprehend information easier than others do.

For example:

• Each individual may require different levels of practise to acquire new skills
• The motivation to learn is different for every individual therefore the time required to learn will differ
• Individual's needs for assistance may vary
• The perception of grasping a new knowledge or skill may also differ depending on the method of delivery. Remember to vary the delivery method wherever practicable.

As a trainer, you need to adopt strategies that will break down the barriers to learning.

The National Training Authority has provided a table that lists the possible barriers encountered in learning and the suggested solutions.

Barriers to Learning

Possible barrier Suggested solution Language, literacy Language difficulties, non English speaking background Additional English classes. Simple texts. Emphasis on pictorial learning materials. Paired buddy system, good English speaker with poor English speaker. Cultural background Socio-economic, religious beliefs, cultural differences, level of support Positive person assistance/support/advice. Paired buddy system. Additional training time. Physical impairment Poor sight, poor hearing, impaired dexterity, strength level Prepare seating arrangements. Additional time to practise. Use pictorial aids. Previous experience/learning Level of education, type and degree of previous experience Check previous experience, can it be utilised? Support transfer of skills to new situation. Learning styles Preferred theory to practice or vice versa, likes constant revision/practice, prefers self paced material to presentations Incorporate various training methods so that most can use preferred learning style. Encourage self management of learning but provide appropriate advice when needed. Motivation Not highly motivated, not interested, history of failure Counsel where necessary, identify and talk through motivational/attitudinal issues. Provide encouragement. Relate training to work performance. Personality traits Poor self image, loner, insecure about abilities May be related to poor motivation, counsel where necessary. Use buddy system. Discuss preferred ways of learning. Encourage group participation.

Principles of Adult Learning

The points below, though not exhaustive, provide some understanding of how adults learn:

Active participation – This is the ‘Doing’ process of learning. Adults tend to learn and comprehend information faster by actively participating in the learning process.

Meaningful material – Applying new material to old experiences (knowledge and skills) will help in the retention of new information

Holistic learning – If adults can see the whole job and then identify the tasks or components that make up the job, a greater understanding can be achieved.

Multi-sensory learning – This relates to the delivery methods used. If trainers apply a number of delivery methods to a particular task/skill a better understanding of that task/skill will occur.  

Practise and reinforcement – Whenever a new skill has been demonstrated or discussed provide time for the learners to apply the new skills and knowledge. This will enhance the learning process along with appropriate positive reinforcement.