Maximizing Learning Transfer- Article 1

            It is interesting to know that many trainees struggle with transferring information they have learned in institutions or in training sessions into the workplace.  According to the article Maximizing Learning Transfer a large amount of those making the switch into the workforce has difficulty applying what they learned and using it in the workplace.  It is staggering to know that about 60% of the workplaces have no “systematic approach” when it comes to helping the training apply or transfer learning on the job. 

            The article points out that many businesses start off as optimistic and hopeful into committing themselves into helping transfer the learning but fall short because hope is one thing and reality is another.  On the bright side there is a list of steps that businesses may take in order to alleviate these types of situations.  For example, establishing success criteria in which a pre-training method is used to measure trainees performance with the agreed standards.

Haddad, R. (2011, December 05). Maximizing learning transfer. Retrieved from


Six Preferred Learning Styles- Article 2

            The author brings out an interesting point of view when it comes to teaching adults new things.  She says “You can’t teach old dog new tricks the same way that you’d teach a puppy.” This holds true for anyone who has tried training a new employee who happens to be an older individual.  When compared to children of course adults learn differently because unlike a child who urges to grasp knowledge the adult is already set in their ways in learning.

            The article contains principle as to why adults tend to learn. Included in these principles is the fact that adults need a purpose for learning, if they are told to learn a certain procedure in order to advance in the workplace the better the effort comes from them.  It is also said that adult learning varies in many ways and different methods should be used when training various adults at once to ensure each understands the material.  These methods include: visual, aural, print, kinesthetic, interactive, as well as tactical.

            Calvert , D. (n.d.). Six preferred learning styles for adults-adapt your message for a better response.. Retrieved from


Key Training Issues in Business Strategy- Article 3

      It is often a misconception that once a business becomes very successful no change is made in order to maintain that success rate.  As the old adage goes “if it ain’t broke why fix it” may apply to these companies.  But nothing could be further from the truth.  According to M.C. Morningside businesses are constantly making changes and training their employees to keep up with the ever changing they are facing. Many businesses in today’s market follow four basic strategies either individually or in combination with others.

            The first of these is concentration strategy in which businesses use the art of mastering in small quantities items that will help them keep costs down while maximizing their profits.  The second method that may be applied is the internal growth strategy, when businesses are expanding into new phases of their product line such as LG expanding from appliances into the telephone market.  External growth is used when companies seek out other sources in which to invest into and grow the company’s worth resulting in the shareholders receiving a higher return. Not all companies are able to sustain profits at a constant rate and seek other means in order to survive CEOs implement the disinvestment strategy, which is the use of downsizing the company in order to remain profitable.

            Morningside, M. C. (2011, September 27). Key training issues and business strategy. Retrieved from


Business Management is Good for a Small Business- Article 4

            With the ever changing business market it is difficult for many small businesses to keep up with the challenges presented by these changes.  There is a remedy that small business owners should look into if they want to remain in business and be able to succeed.  Management Consulting and Training programs are available for businesses that are interested in bettering their managing skills.

            It does not matter how much experience one may have there is always room to learn more.  With these programs companies are able to learn more on how to better train their employees and make it a better workplace for them.  The article goes on to state that not one single individual has the ability to know every aspect of business so these types of programs are available as either refresher courses or actual learning classes.

Window Shopper, C. (2012, July 18). Business management training is good for a small business owner. Retrieved from


Issues with Corporate Training- Article 5

            In this article the author emphasizes on the importance of utilizing a Learning Management System.  Although an LMS does not solve every issue that may develop it provides assistance with such things as payment, authentication, as well as enrollment. There are a variety ways of using an LMS in creating structure to learning programs.  Some of the main usage include access, structure and content. 

            Online tools that organize courses or content in logical ways as well as allowing users to guide through learning materials by either topic or by competence is a form of a structured LMS.  They assist certain departments with specific training and performance needs. An LMS as with any other tool is good as its contents.  For example, if companies want employees trained in a fast and timely manner then you would install programs that will assist with this request. By limiting the access employees have to certain online programs allows the control of malicious content damaging your site.  An LMS program is able to keep track of any employee computer use as well as limiting their access to certain programs. For instance if a company needs help in controlling the access to learning programs the LMS is able to accommodate each specific need.

Experts, E. (2012, November 19). [Web log message]. Retrieved from


The Major Challenges of Being an Adult Learner- Article 6

Today there is an ever increasing number of adults that decide to attend college, whether it is their first time or if they are seeking out new careers.  While few make the transition from workplace to classrooms many are having a difficult time in situating themselves with a younger crowd.  It used to be in earlier times those that were attending college were from 18-22 years old.  Now that has changed and the diversity in students’ ages has produced some dilemmas for many of those choosing to go back to school.

            For instance, relating to younger students in their class can prove to be a frustrating due to many younger students that may appear as to not take their education very seriously.  Getting back to “school mode” can be harder than one may think.  Being able to juggle an education along with a job can wear an individual down and burn them out.  

Pheifer, T. (2010, October 07). The major challenges of being an adult learner in college. Retrieved from


How to Accommodate Different Adult Learning Styles- Article 7

The article in the Houston Chronicle entitled “How to Accommodate Different Adult Learning Styles in Company Training Programs.”  The author makes interesting points on how different the learning process is in adults versus that in children.  In order to learn the average adult must almost be actively involved in every aspect of the training program.  The art of andragogy, which is the study of adult learning, is attributed to Malcolm Knowles is considered an expert in the field of adult education.  The article states many interesting points when dealing with training adults whether in the educational aspect or in the workplace.

            The article goes on to say that in order for adults to get a better grasp on the material on hand they need to be involved in the learning process.  For example, they would need to be given tasks to complete during the training to keep them focused.  In today’s workplace it is considered to be multigenerational.  The younger generation grew up with technology and those who are more inclined to the more traditional learning methods. So when training a mixture of older employees with younger ones it is important to use both technical and traditional training methods in order for each one to get a better understanding. 

            The article provides interesting information on how to train employees of different generations.  It points out how adults are able to learn best by being involved in the training by either hands-on or if by verbal interaction.  This would be a great asset when it comes to wanting to know brief information in training employees in the workplace.

Fontana, P. How to accommodate different adult learning styles in company training programs. Houston Chronicle. Retrieved from


Three Challenges Facing Adults Going Back to School- Article 8

            In this article the author mentions that the reason many adults are returning to continue their education is because the job market is weak.  They are seeking to extend their education in order to find a second career.  She (the author) compares life to the movie Larry Crowne in which adults are laid off due to the lack of an education but having plenty of work experience.  This movie also tracks the obstacle that many adults face when being laid-off and seeking a college education, such as being able to make the mortgage payment as well filling the car with gas.

            According to Mary B. Hawkins, President of Nebraska’s Bellevue University, adult learners have a couple of challenges that must be overcome when going back to school.  These challenges include disconnect in Skills Learned vs. Skills Needed on the Job.  Many workers are having to disconnect from skills learned and skills needed.  This disconnection is causing frustration due in part to the thought of ending out of work, having a job that is unfulfilling or ending up with a job that has no advancement.  Adults with little or no college whatsoever are more common to end up on the unemployment line.

Viana, L. (2011, July 18). Three challenges facing adults going back to school. Retrieved from


If You are an Adult Learner, you May have Experienced some Common Barriers to Learning- Article 9

            The author of the article gives out interesting points as to why adult learners may be skeptical about returning to college.  There are many barriers that need to be overcome by these adults making it quite difficult for them to continue their education. These barriers range from financial to the lack of time.  Many of these barriers are met only by the adult learner versus students that fall in the younger category.  The article also identifies that adults with disabilities have a greater challenges when it comes to attending college, but most of these adults attempt to return to school due to the need to learn a new career due to their disability.

            The learner may also develop anxiety when it comes to returning or attending college.  Many adults fear that they will fall behind with the course material and think that they will look “stupid” in front of the younger students.  Some others may not have the resources to be able to locate help with attending college.  Another barrier that may set them back is the thought of them being too old thus thinking that they are unable to be hired. 

Fowler, J. (2010, August 10). If you are an adult learner, you may have experienced some common barriers to learning. Retrieved from


Four Characteristics of an Effective Training Program That Allows Employees to Learn Best- Article 10

            The author Kermit Burley speaks of why the majority of adult learners differ from those in the younger category.  The author explains that many of today’s adult learners have the yearning as to know why it is that they must learn the material on hand. Burley gives the reader four effective characteristics that must be included in any training program in order for it to be successful. These characteristics although rather simple they are proven to be quite effective for any trainer to use during a training program. 

            In order to be effective first the learner must be explained as to why the material is important for them to learn, which can be simply be explained be letting them know that the information will be helpful for them to be able to function better at work.  During the session the learner must be encouraged to get involved which leads to a better transition into the work field.  The author advises that many business use employee experience when conducting training sessions.  These experiences shared by the employees are added onto the new information learned and build on that knowledge.  To alleviate pressure on employees having to learn new material Burley suggest using fun or humor to remedy this situation.  To summarize, adults not only need to why but have fun at getting involved sharing their experiences to better grasp new material. 

Burley, K. Four characteristics of an effective training program that allows employees to learn best. The Houston Chronicle. Retrieved from


How to Address Learning Styles in Workplace Training- Article 11

                There are several ways people learn new material when it is presented to them. 
According to Richard Morgan, in order to ensure that all employees are able to learn the necessary material to work properly their learning needs must first be met.  Not all trainees learn at the same pace or use the same procedure to learn new data.  There are three basic types of  learners, there is the audio learner which learns through listening to the material. Next is the visual learner one who learns by viewing materials.  The last type of learner is the kinesthetic learner the type that learns through hands on training.

            Morgan goes on and introduces a few steps that a trainer can take in order to achieve the goal of  meeting every type of learners’ need.  One such step is explaining to the learner the reasons behind the training and emphasize the benefits that come from the training. Second step to ensure successful training session is sending out a questionnaire asking the employee to explain which method of learning suites them best.  After this comes determining which method is best for each individual and train accordingly.  Focusing on the employees learning strengths and building on such methods. 

Morgan, R. How to address learning styles in workplace training. The Houston Chronicle. Retrieved from


How Adult Education Can Help Close the Skills Gap- Article 12

            This article touches a very interesting subject.  Today’s high rate of unemployment is not only due to the low amounts of jobs available but also to the fact that many jobs are left opened due to the lack of untrained adults to fill them.  It seems that many jobs in today’s market require some form of training in order to compete for the opening.  In some cases there has been emphasis on improving GED education that includes some type of college courses in the curriculum. 

            The economy has rapidly changed and the failure to address this in a timely manner has affected the workforce due the lack of education as well as training.  As it stands the lack of higher education has resulted in a higher arrest rate for those without a proper education.  It is imperative to make continuing education affordable and with employers more incline to invest more in joint education and job-training programs the thousands of jobs that remain unfilled may find a qualified candidate to fill the opening.

Trask, . (2012, September 26). How adult education can help close the skills gap. The Huffington Post. Retrieved from



Transfer of Learning: A Guide for Strengthening Supervisory Performance- Article 13

            The author makes a very interesting observation on the subject dealing with the transfer of  learning.  Although quite a simple task it is a rather important part of the process.  Communication between the learner and the trainee is a rather vital part of the relationship.  By talking to each other after the training process it allows the trainer to understand where in the program the employee stands in the workplace.  In other words the training supervisor has the chance to ask the employee if what was learned in the training session was helpful in being able to perform the job on hand.

            Communicating also permits the opportunity to share with other co-workers the information that was received which makes for a better equip team.  To be able to “coach” trainees means be able to assess the employee and offer feedback in determining whether they are performing at a normal standard or above or more importantly below what is qualified as acceptable people skills.  Mistakes should not be viewed as a cause for punishment but rather as an understanding on what still needs to be worked on.

Transfer of learning: A guide for strengthening supervisory performance. Informally published manuscript, Human Resources / Learning & Development, University of California, San Francisco, California, Retrieved from



Learning, Training & Development: Understanding the Employee as an Adult Learner- Article 14

            This article explains the three basic concepts of learning strategies in adult learners. The adult learner goes through many transitions in a career but after all is said and done the learner basically learns any information the same way.  Whether it is through visual learning, which in most cases requires the material to be in charts and materials filled with plenty of colors, the learner goes through a learning cycle in order to obtain the introduced material.  This cycle according to the author consists of four steps in which the learner experiences the new material.

            The four steps to the cycle are experiencing, reflecting, thinking, and applying. Experiencing the material happens when new material is introduced to the learner.  Second, reflecting, is a comparison the learner does between what was already known with the new material that has be learned.  The thinking process is when new ways things operate are thought of after making certain observations on the new material.  Applying is simply just as stated one applies the new material learned to the norm of everyday.  The article consists of many other links that provide information on other learning suggestions which come in handy.

Learning, training & development understanding the employee as an adult learner [Online forum comment]. Retrieved from



Understanding Adult Learners’ Needs-  Article 15

                The article seems to answer a question that many Americans may have had in their minds.  Do people in other countries learn new material in the same way that we do.  The answer to this question would be yes.  A study that included over two-thousand students that were asked what is needed to provide a quality education.  The suggestions were condensed into seven most popular principles  of good teaching.  The study was done using students from a university in Singapore. 

                The seven principles that were at the top of the list were engaging students actively, presenting effectively, managing time, communicating expectations, sharing timely and relevant sources, providing constructive feedback and finally, being approachable and encouraging.  These are some of the same principles that many adult learners in the U.S. are also looking for.  The author points out many different situations that can occur with each of the principles in order for them to be effective with the learning process. 

Sockalingam, N. (2012, August 06). Understanding adult learners’ needs. Retrieved from