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• W1549682659 abstract "Abstract To test if adult learning theory can inform a training program for newly-hired employees in industry, a training program was set up using Knowles' concepts of andragogy. Evaluation results from before and after the new training program indicate that the perceptions of those in the new training program changed in a positive direction. This indicates that the concept of andragogy does translate to the workplace. Introduction There is too often a difference between theory and practice. This is especially true in corporate America where practice must have a positive impact on the bottom line, and there is little room to experiment with theory that may or may not work in certain contexts. One such context is corporate new-hire training for those newly hired (new hire), and one such theory is adult learning. At the foundation of adult learning theory, Malcolm Knowles' assumptions of the adult learner hold true for the self-directed person solving everyday life problems. However, it was not known if Knowles' assumptions of the adult learner would translate into effective new-hire training at the corporate level. Based on the belief that andragogy would transfer to the context of new-hire training in the business world, the trainer at one company used Knowles' assumptions of the adult learner, along with various other adult learning theories, as a guide to develop a new-hire training process with the following results. Problem The problem at this company was that the evaluations indicated the training was inadequate and did not properly prepare new-hires to perform effectively on the job. To alleviate this problem the new-hire trainer was asked to create a new comprehensive training process that matched the complexity of the job and that provided the skills required for a new hires to do their job effectively. To determine the effectiveness of the new training process, evaluations from before the new training were compared to those after the new training model was implemented. Context The context in which this project took place was the new-hire customer service department in a large electric utility. Overall, the company employees around 20,000 employees and about 600 are telephone customer service representatives spread out over 6 states in the United States. In the customer service centers where the telephone representatives work, the training department trains approximately 200 new-hire employees each year. Andragogy Knowles' (1980) andragogical model was originally based on four assumptions of adult learners and how they develop: * Concept of learner-Their self-concept moves from one of being a dependant person to one who is self-directed. * Role of learners' experience-As individuals grow, they accumulate a reservoir of experience that becomes an increasingly rich resource for learning. * Readiness to learn-Learners see education as a process for developing increased competence to achieve their full potential in life. * Orientation to learning-As real life problems occur some learning situations require immediate attention, (pp. 43-44) Knowles (1998) later added two additional andragogical assumptions. * Motivation-Adults tend to be more motivated to learn things that help them solve problems in their lives or results in internal rewards. * Adults need to know why they need to learn something before undertaking learning it. Knowing why an adult needs to learn something is the key to giving them a sense of volition about their learning. (p. 149) Using Concepts of Andragogy Concept of Learner: Some adults have a high need to be self-directed, but for the sake of consistency, the new-hire material has to ensure everything is covered. …" @default.
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• W1549682659 title "Using Adult Learning Theory for New-Hire Training." @default.
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