Reference no: EM133848631

Question

There are several different sets of adult learning principles. Five of the basic principles include knowing the reason for learning, an adult a motivated to devote time and energy to learn when they know the benefits of learning and have been been made to understand the costs of not learning. A second principle, is the accountability, or responsibility an adult takes for their own decisions, to be seen and acknowledged for actively making efforts to learn actively. Third, adults brings skills and experience to their learning, this is a resource to draw from and helps to drive concepts home based on how the adult identifies "self." A fourth principle for adult learners is we the desire to learn when the need arises. Finally, relevance is another adult principle; if the learning or training is oriented to the specific tasks the adults perform, and the information is centered around what needs to be done. When training end users, engaging these principles are pivotal for success. The organization of the learning information should explain why the content is important, to relate the relevance of the subject matter. Inspiring the accountability and encouraging adults to apply their own skills is engaged in end-user training as they are already experienced in their jobs and it should be emphasized that the presented tools are being taught to improve their own efficiency and accuracy and take the information and workflows they have provided to help improve processes. This helps to demonstrate how the tasks are incorporated in the new systems, thus fulfilling relevance, task-orientation, addressing the reason for learning, as well as giving them responsibility for their own learning and the "why."

Adult learning principles were used during a training conducted in how to determine an insured individual's product, plan and category of eligibility and how to differentiate between a commercial, medicare and medicaid plan. The training began with a description of each program (relevance) and an explanation of reimbursement differentiation among the different products (motivation). These were all then related back to the relevance to the role fulfilled by the audience (task orientation). The group was presented the information in a variety of formats and were asked to contribute their own examples during the training (experience and skills, responsibility/accountability). Overall feedback after the training was positive and the audience felt they would effectively recall the information better since it related directly to their roles and responsibilities.

What do you agree and disagree with? What did you find interesting? What else might you add? Explain.