When the training in an organisation is conducted, it is also important that the learner is connected to him. For an example, a training given to a steward in a restaurant should include at least a field visit to the kitchen and supply units to experience the process. That will enhance his knowledge in the business and surely help him serve the customers in a better, more professional way. In my organization, the technical training college has allocated practical training sessions into various workshops, inside and outside the organisation, related to aircraft maintenance even though they do not directly engage in on-wing maintenance. However, the bigger picture is shown and the trainee will know how everyone’s contribution is driving the organization to success.
A comprehensive method of how effective learning is conducted was introduced by Kolb (2015). In his learning cycle there are 4 vital steps.
Figure 2: Kolb’s Learning Cycle
Source: McLeod,2017
- The technical training institute in my organization is comprised of experienced aircraft engineers who carry so much experience in the field. Their knowledge sharing and their experience definitely help the trainees to have a solid understanding on the subject matter. This implies how important the experience gained by practical experience is.
2 – Reflective Observation –
- Once the trainee gains the experience, he should be directed to review and reflect on how he gained the key principles of learning in that training.
3 – Abstract Conceptualisation –
- The trainee is then directed into absorbing the knowledge imparted from the experience he gained. He can argue on the things he witnessed and experienced against the theoretical training he received. This argument will definitely aid the trainee to abstract the necessary information and grow his knowledge. Repetition can be one way of enhancing the ability to abstract the concept.
4 – Active Experimentation –
- Experience is one of the best ways to learn. The technical training institute in my organisation allocate the same time for “Practical on the job training” as well as the theoretical training in classrooms (SLAC, 2018). This gives the trainee the chance to have hands on experience on what he learnt and open up opportunities to learn a new method or concept other than what was discussed.
The following video will help the reader understand more about Kolb’s Learning Cycle.
Video 1 : David Kolb’s Learning Style
Source : Atkinson,2017
References
Atkinson, T. (2017) Kolb Learning Style [Online]. Available at: < https://www.youtube.com/watch?v=J_HjW54xJ1Q>.[Accessed on 25 September 2019]
Frost, R. (2017) What Makes Chunking Such An Effective Way To Learn? Forbes [Online].Available at:< https://www.forbes.com/sites/quora/2017/11/08/what-makes-chunking-such-an-effective-way-to-learn/#320c12e660a9> [Accessed on 26 September 2019]
Gould, N., Baldwin, M.(2016) Social Work, Critical Refelection and Learning Organisation. 2nd ed. New York, Routledge [Online]. Available at : <https://books.google.lk/books?hl=en&lr=&id=iebeCwAAQBAJ&oi=fnd&pg=PP1&dq=learning+organization&ots=_4FoLSgXSx&sig=Mj754KiYKBYtJ8Db2eSfvZUMeFI&redir_esc=y#v=onepage&q=learning%20organization&f=true >.[Accessed on 25 August 2019]
Kolb, D. (2015) Experimential Learning- Experience As The Source Of Learning And Development. 2nd Ed. New Jersey, Pearson Education [Online]. Available at <https://www.researchgate.net/publication/315793484_Experiential_Learning_Experience_as_the_source_of_Learning_and_Development_Second_Edition/citation/download>.[Accessed on 21 September 2019]
McLeod, S. (2017) Kolb's Learning Styles and Experiential Learning Cycle. Simply Psychology [Online]. Available at: <https://www.simplypsychology.org/learning-kolb.html >. [Accessed on 27 September 2019]
Rupčić, N. (2017), "Spiritual development – a missing and powerful leverage when building learning organizations", The Learning Organization, 24(6), pp. 418–426
SriLankan Aviation College (SLAC) (2018) EASA Part 66 B1.1 – Basic Course in Aircraft Maintenance [Online]. Available at:<http://srilankanaviationcollege.com/what-we-offer/Course/EASA-Part-66-B1> [Accessed on 24 September 2019]
14 comments:
As for index, Kolb himself pointed out its biggest limitations. The results are based entirely on the learner's assessment of himself. It does not evaluate learning style preferences through standards or behaviours like some other personal style lists. It only gives relative advantage to individual learners, not relative to others(Rothwell, 2008).
I appreciate you point, my dear friend Sahan. However, Healey and Jenkins (2000) points out that Kolb's Leearning Theory is one of the best theories in Higher Education. To use it effectively, it should be incorporated separately to different stages of the training (Frost,2017) and when utilized it will give a brief idea how the trainees approach it with different styles. This will help the trainer to conduct an effective training.
Hi Shan, I fully agree with you, apart from trade-related training if the organisation could have a training program to develop life skills, it has now been proven to have positive results to the organisation and to the employee (Iqbal, 2009)
Dear Indika, I have to agree on this since this has been a growing interest worldwide. Meenakshi, Subrahmanyam and Ravichandran (2013) explains how important training on “Work-Life” balance is for both employees and organisations, since it provides a win-win situation for both parties. Furthermore, discussions related to the matter can be helpful to identify imminent issues as well.
You have properly explained learning and development methods further, Leadership involvement and employees past experience directly impact on this. Leader must give opportunities to learn. Employees experience help to gain competitive advantage and achieve organization goals (Garvin, 2000).
Hi Shan, there are many benefits of experiential learning; one of them is accelerated learning In addition, as stated by Kolb (2015) it encourages critical thinking, improves problem-solving and decision-making skills. The use of practical hands-on training further aids in the retention of concepts taught in the classroom (Frost, 2017).
Hi Shan, Very important topic. Learning and development as a field of management research and practice is concerned with how individuals acquire or create knowledge and skills which enable them to perform and grow in their current or future occupational role (Morgan, 2005). A good learning and development strategy incorporate senior executive training so their leadership skills are continually sharpened.
Hi Sahan,Kolb's Leearning Theory explains nicely Learning and development theories.the skill development should be there to obtain the perfect results to the organisation(Iqbal, 2009)
Hi Sankalpa, employees' experience is definitely a valuable asset to the organization. Harrington (2015) states that no matter how many experienced employees are recruited by organisations, unless their experience is not utilized properly, either in product development or employee development , it will be a waste of resources.
Yes Jehan, being an Aircraft Engineer, I am aware how much you value hands-on experience. Hands on experience do make the training program more enjoyable and pose less pressure on the trainee (Ates and Eryilmaz, 2011). This will assist them in absorbing the theoretical subject matter very effectively.
I too agree on the fact that employees of executive and above grades, are important to an organization. Their continues exposure to the latest theories will assist them in identifying the processes of the contemporary world with relate to their business and to adopt latest changes to the organisations in an effective manner accordingly (Rathod and Dwivedi, 2017).
Dear Anne, I appreciate your view on the importance of skill development. The organization needs to invest in training not only in the theoretical aspects of the job role but also individual's skill development, since it will support him in doing the same job in a lesser time than earlier which will increase his and the organization's productivity (Chopra, 2015).
Hi Shan, agree with you. It's very hard to introduce new trainings due to varies reasons. But, organizations which develop a good training design according to the need of the employees as well as to the organization always get good results (Boudreau et al., 2001).
Nice blog. The validity of this blog is universal. Mahajan (2017) explains the importance of informal learning as you have highlighted above. Organisations should follow up with employees to assess their learning capabilities and use informal learning to increase individual competency levels.
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