Every individual has their own style of learning and methodology. For instance, “A boxer does not go into the ring deciding to hit left and right or duck on the spur of the moment. The five years of boxing classes (learning) and hundred days of training, make the decision automatic! ” (In the Sphere of Silence- Vijay Eswaran).
Many theorists over the past years have tried to discover some of the main learning theory that we all possess. One of the effective theories that can be related to a situation such as training employees is the ‘Kolb’s Learning Theory’.He believes, “Learning is the process whereby knowledge is created through the transformation of experience” (Kolb, A. 1984:38). There are basically four types of learners: assimilators- learn with basic concepts; convergers- grasp practical application of the concept; accommodators- understand by experiences performed; and divergers- both observing and practically applying it. Having the knowledge of an individual’s learning style, can aid a trainer to adjust the pedagogy to meet the objective and ultimately make better decisions. It is a psychological procedure to get to know an individual’s learning approach.
Mostly an effective training results with a blend of practicality and theory (the Diverger). There is an adage stated by Benjamin Franklin (1706- 1790), “Tell me and I forget, show me and I remember, involve me and I understand. ” Awareness to employees to perform training will develop the ability and skills; productivity of the company. People like ‘assimilators’ believe on just the concept and are not motivated to learn and perceive it as being directed. They should be explained about the importance of training and how will it affect or benefit the real-life.Quality training will allow itself and suggest the trainee to be more proficient in the task. Hence, it can be understood, a trainer as well as the trainee being re of the learning style and having knowledge on learning theory can encourage and make the training even more effective.
The training or the learning session should be designed based on the trainee’s learning ability, about which the trainer must have the knowledge of! (Word count: 352) References: •Kolb, David A. (1984) ‘Experiential Learning’: Experience as the Source of Learning and Development. Englewood Cliffs, N. J. : Prentice-Hall, Inc.