Emerging Conceptualizations of Adult Training and Learning

Abstract

The learning landscape is changing. Learning occurs throughout the day, utilizing new content areas and different methods for distribution. The purpose of this chapter is to highlight new directions in adult learning, differentiating it from more traditional forms of learning. Toward this aim, we focus on the what (i.e., content), how (i.e., delivery mechanisms), and why (i.e., issues driving change) of new directions in adult learning. We discuss recent trends in learning content, highlighting what areas are important for adults to know in today’s dynamic work environment. Then we review new directions in learning methodology, looking at how individuals access content (i.e., key evolving formal and informal delivery mechanisms). A discussion of underlying factors driving these workforce changes is then presented, specifying the issue of why there is a need for new directions. We end with points for consideration, drawing up years of training and education literature.

Is it time to update and expand training motivation theory? A meta-analytic review of training motivation research in the 21st century.

“…Today, this is an especially important research area because more individuals have embraced the protean career concept. As a result, they may be less motivated to learn in formal training programs not personalized to their needs and interests (Bedwell et al, 2011).…”

The future of employee development

“…Individuals need to be motivated to learn and the organization needs to provide the necessary culture and resources that empower individuals to learn. In their discussion of emerging conceptualizations of adult learning, Bedwell, Weaver, Salas, and Tindall (2011) emphasize that technological and demographic, as well as changes in the employment relationship, mean lifelong learning will increasingly involve opportunities that employees seek on their own rather than attending formal mandatory programs sponsored by the organization.…”

The Mentor’s Role Within the Company

“…For more information about formal and informal mentoring programs see Bednell, Weaver, Salas and Tindall, 2012. Types of mentoring according to the purpose and direction of mentoring (Alfred and Garvey 2006): -developmental mentoring -supports the mentee's learning and development, -sponsorship mentoring -is about fasttracking the mentee in their careers. That kind of mentoring is the most popular model in the US.…”