Subtitle: New adult-training methods that make the learning process active and enjoyable

Author: Harold D. Stolovitch, Erica J. Keeps (US)

Publisher: Enterprise Management Publishing House

Publication year: 2012-1

ISBN: 9787802558861

Note:

It mainly discusses how interactive training can achieve very good training results, analyzes the training and learning process and psychology, and proposes four training methods along with some suggestions.

The goal of training is to be learner-centered and performance-based. Being trainer-centered and content-based inevitably leads to one-way indoctrination and transmission of information.

The effectiveness of information transmission is not determined by the medium of the information, but by the way the information is organized and designed.
Don’t worry about which medium is used; instead focus on what form of interaction is used to change the learner.
Short-term memory lasts roughly 10-15 seconds. It holds 5-9 items of information. The size of the information depends on the learner’s prior structure.
Listing information out in a visual way can help learners see the connections between things.

Experts turn procedural knowledge into declarative knowledge and output it; then learners turn declarative knowledge back into procedural knowledge.

Supplement the abilities, knowledge, and motivation that learners lack, create and control the learning atmosphere, and provide them with feedback and rewards for success.

Adults’ attitudes toward their knowledge needs determine their learning outcomes.

Don’t give exams; instead give learners more opportunities to participate and ask them to share their own views, suggestions, solutions, information, and examples with everyone.