QHA-Review_April_Digital

Therese Kelly
TRAINING AND SAFETY RTO 30826
Orientation to learning
Utilise case studies and simulations that reflect actual
workplace situations employees may face. Provide
hands-on experiences where possible, allowing staff to
practice new skills in a controlled but realistic setting.
For most adults, learning is problem-centred rather
than content-oriented. They prefer approaches that are
directly applicable to solving problems they encounter.
In the workplace, training should be structured around
real-world scenarios and practical problem-solving
rather than abstract theories.
Motivation
Include recognition programs as part of the training
process, such as certificates or acknowledgments
of skill mastery. Provide opportunities for career
advancement that are tied to the completion of training
programs.
Adult learners are generally more motivated by internal
factors, such as self-esteem, recognition and a
desire for achievement, than by external motivators.
Recognising the accomplishments of learners and
treating learning as its own reward can be incredibly
effective.
The need to know
Explain the benefits and the long-term value of the
training during the introduction. Clearly outline how
the training will address their needs, improve job
performance and contribute to the company’s goals.
Adults need to understand the reason for learning
something. Transparency about how the training
impacts their job, personal growth and the success of
the organisation can significantly enhance the learning
experience.
Adopting the principles of adult learning can transform
training in the workplace from a monotonous obligation
into a dynamic, engaging growth opportunity.
By fostering an environment that respects and
encourages active participation, autonomy and
practicality, organisations can unlock the potential in
every employee.
Workplace learning is not just about imparting
knowledge – it’s about creating a culture of continuous
improvement and empowerment. As adult learners,
employees who find personal relevance and motivation
in their training are likely to become proactive agents
of change, driving the organisation toward greater
innovation and success.
To create a learning ecosystem within your workplace
that resonates with adult learning principles, start by
assessing current training strategies and identifying
areas for improvement. Tailor your programs to
address the specific needs of adult learners and
watch as your staff transformation leads to an overall
organisational growth.
QHA REVIEW | 47