Preparing and designing learning Essay

Preparing and designing learnedness and Development Activities In this assignment I will address factors which influence study and instruction activities, focusing on adult tenet, organisational factors and key legislation which must be adhered to. I will describe different noesis methods and acquisition resources and sidle up both the advantold ages and disadvantages of each. I will also plan and prep be a full cultivation session including increase activities for a Team theater director with the objective for them to effectively manage the attendance of their employees. Factors Relating to crowing LearningAndragogy (adult describeing) is a theory that holds a set of assumptions about how adults learn. Andragogy emphasises the value of the process of learning, It uses approaches to learning that be problem-based and collaborative, and also emphasises much(prenominal) than equality between the teacher and learner. Knowles determine the six principles of adult lea rning outlined below1. Adults are internally motivated and self-directed Your role is to facilitate a students inclinement toward more self-directed and responsible learning as well as to advance the students internal motivation to learn.2. Adults bring life buzz offs and arrest to learning experiences Adults like to be given opportunity to use their animate foundation of knowledge and experience gained from life experience, and apply it to their new learning experiences.3. Adults are goal oriented Adult students become ready to learn when they experience a need to learn it in order to neck more satisfyingly with real-life tasks or problems (Knowles)4. Adults are relevancy oriented Adult learners necessity to know the relevance of what they are learning to what they want to reach out.5. Adults are applicatory Through practical field melt experiences, interperforming with real clients and their real life situations, students move from classroom and textbook mode to han ds-on problem solving where they buttocks recognise first hand how what they are learning applies to life and the performance context.6. Adult learners like to be respected.Adult Learning CycleKolb learning movementsDiverging (feeling and watching CE/RO) -Kolb called this style Diverging because these lot do better in situations that require ideas-generation, for example, brainstorming. People with the Diverging style cull to work in groups, to listen with an open mind and to receive in the flesh(predicate) feedback. Assimilating (watching and thinking AC/RO) The Assimilating learning likeence is for a concise, logical approach. Ideas and concepts are more important than people. People with this style are more attracted to logically sound theories than approaches based on practical value. convergency (doing and thinking AC/AE) People with a intersection learning style washbowl solve problems and will use their learning to find solutions to practical issues.People wit h a Converging learning style are more attracted to technical tasks and problems than social or interpersonal issues. People with a Converging style like to experiment with new ideas, to simulate, and to work with practical applications. suit (doing and feeling CE/AE) The Accommodating learning style is hands-on, and relies on intuition rather than logic. These people use other peoples analysis, and prefer to take a practical, experiential approach. People with an Accommodating learning style prefer to work in teams to complete tasks. They set targets and actively work in the field trying different ways to achieve an objective. Barriers to Adult LearningBarriers that are associated with adult learning include pitiful physical composition skills insufficiency of sufficient timelack of fundslack of persistence or motivationOther barriers include gender discrimination, age discrepancies, language problems, and lack of support from employers, friends, and family.Organisational facto rs which impact design of learning and development activities1. Organisational policy and culture2. Financial Factors3. Timing and timescales4. Equality of opportunity5. scholar factors6. Organisational prioritiesKey legislation relevant to learning and development activitiesEquality and mixtureHealth and safetydata protectionLearning MethodsThe Visual personal manner People who learn best finished visual aids eat up a visual learning style. Visual aids include nervus facialis expressions and gesticulations of teachers, pictures, texts with illustrations, DVDs, etc. reward It makes recollection easier when, in an environment different from where you had intentional the information, you see pictures connatural to those through which you learned the information. Disadvantage the difficulty you experience when however texts and speeches are available for learning, without any visual aids.The Auditory manner Some people prefer to learn by hearing what they want to learn. Th eirs is the auditory learning style. To learn, such people would prefer listening to discussions, lecture matters over, variant out of texts or making use of e-courses containing audio recordings. prefer of this style is that you assimilate and retain information without having to see it in texts or pictures. Disadvantage the difficulty of learning among silently reading learners EG in a Library.The Read/Write Style If you learn best by reading texts or writing down nones from what you read, see or hear, then you are a read/write learner. Read/write learners need writing stuffs to take down points they think important from what they read, hear or see. Advantage of making them more self-dependent because with their note taking, they can learn much by themselves. Disadvantage of not being able to learn advantageously where the onlymedium of instruction is visual or audio, or where they do not have access to writing materials.The Kinesthetic Style Kinesthetic learners prefer to learn by moving and doing. They prefer interactive learning, learning through practical challenges and hands-on experience and taking in information as they move from one place to another. Kinesthetic learners are therefore not comfortable sitting in a place for long. Advantage of exposing learners alacritous to practice and evidence You learn as you practice and practice what you learn you see the evidence of what you had digested with difficulty from texts or discussions. Disadvantages where there are no places to move to for such live experience and nobody to interactive with.Learning ResourcesInstructor-led planning remains one of the most popular discipline techniques for trainers. on that point are many resources used including whiteboard, power point presentation etc AdvantagesInstructor-led classroom training is an efficient method for presenting a large body of material to large or nice groups of employees. It is a personal, face-to-face eccentric person of training as opposed to computer-based training and other methods we will discuss later. It ensures that everyone gets the said(prenominal) information at the same time. It is cost-effective, especially when not outsourced to guest speakers. Storytelling grabs peoples attention.DisadvantagesSometimes it is not interactive.Too much of the success of the training depends on the effectiveness of the lecturer. Scheduling classroom sessions for large numbers of trainees can be difficultespecially when trainees are at multiple locations. at that place are many ways that you can break up training sessions and keep trainees attentive and involved, including Small group discussions. Break the participants down into small groups and give them case studies or work situations to discuss or solve. This is a good way for knowledgeable veteran employees to pass ontheir experience to newer employees. Case studies. Adults tend to bring a problem-oriented way of thinking to employment training. Case studies are an excellent way to capitalize on this type of adult learning.By analysing real job-related situations, employees can learn how to handle similar situations. They can also see how divers(a) elements of a job work together to create problems as well as solutions. Q & A sessions. snug question-and-answer sessions are most effective with small groups and for updating skills rather than teaching new skills. For example, some changes in departmental procedure might easily be handled by a short explanation by the supervisor, followed by a question-and-answer period and a discussion period. Role-playing. By assuming roles and acting out situations that might occur in the workplace, employees learn how to handle various situations before they face them on the job. Role-playing is an excellent training technique for many interpersonal skills, such as customer service, interviewing, and supervising.Advantagesinteractive sessions keep trainees industrious in the training, which makes t hem more receptive to the new information. They make training more fun and enjoyable.They provide ways for established employees to pass on knowledge and experience to newer employees. They can provide in-session feedback to trainers on how well trainees are learning. DisadvantagesInteractive sessions can take longer because activities, such as taking quizzes or breaking into small groups, are time-consuming. Some method can be less structured, and trainers will need to make sure that all prerequisite information is covered.