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Adult Learning in Sexual Harassment Training

Columbus Custom Carpentry needs to train all employees on sexual harassment recognition and prevention. Adult learning theory states that training should be directly applicable to employees' jobs. The training will use an online, synchronous format to engage trainees and assess their skills. It will facilitate learning through trainer interaction, well-organized materials, and explaining the training's relevance. Alternative methods include asynchronous online content or in-person instruction if synchronous training is not possible.

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23 views2 pages

Adult Learning in Sexual Harassment Training

Columbus Custom Carpentry needs to train all employees on sexual harassment recognition and prevention. Adult learning theory states that training should be directly applicable to employees' jobs. The training will use an online, synchronous format to engage trainees and assess their skills. It will facilitate learning through trainer interaction, well-organized materials, and explaining the training's relevance. Alternative methods include asynchronous online content or in-person instruction if synchronous training is not possible.

Uploaded by

righthenleft
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Discussion of the Inputs in the Design and Development Process

I. Design Inputs

A. Learning Theory

The learning theory used in the development of sexual harassment


training is the adult learning theory (andragogy). The theory states that
adults need to know why they are learning something and prefer to learn
skills directly applicable to their job. Sexual harassment training builds a
culture in which employees are not subject to harassment and hostility.
Adults know why they need to learn about sexual harassment.

B. Training Needs

Columbus Custom Carpentry needs to train all employees to recognize


and define harassment in the workplace so that employees are not subject
to harassment by others. The company is required to ensure that the work
environment is not hostile to any of its employees. By not preventing
sexual harassment through employee education and awareness, the
company puts itself at risk of high, unnecessary legal costs. To reduce risk
and improve workplace safety, CCC needs to sponsor an effective sexual
harassment training program.

C. Organizational Constraints

Constraints that may hold the creation and support for the program back
would be a lack of budgetary support or time. The warehousing and
manufacturing departments are already struggling in handling time
management, so it may be difficult to arrange a time for their employees’
attendance in training. CCC will also want to consider its level of social
support for its employees. Managers should be available to the trainees
post-training to provide feedback and reinforce the training’s content. The
other constraint would be appropriate Internet access for employees to be
able to attend synchronously online.

D. Process

The learning setting in which the training will be conducted is through an


online, synchronous Zoom meeting. The visual materials will be created
through Powerpoint and tested before the training presentation. The
training will be interactive and use multiple media types (visuals and voice)
to keep trainees engaged and interested in the training content. The
course will be a linear progression, where an assessment of skills will
occur at the end of the module.

II. Development Inputs

A. Factors Facilitating Learning and Transfer

One of the factors that will be used to facilitate learning is through


trainee/trainer interaction. The trainer will be enthusiastic and avoid vocal
distractions to improve trainees’ recall ability. The communication style will
be positive to draw attention to the important points in the presentation.
Another factor that will facilitate learning is having a well-organized
preparation of materials. The presentation audio and video are pretested
to ensure that all technology functions before the meeting time. Doing so
will reduce the number of technical hiccups and mishaps that could impact
learning in training. Providing an overview of the course will also facilitate
knowledge transfer, especially in adult learning theory. The training
content’s meaningfulness is explained, and learners feel that the program
will be relevant to their positions.

B. Alternative Instructional Methods

Alternative instructional methods include presenting the training content


asynchronously or creating an in-person classroom setting. If something
occurs where most employees cannot attend synchronously, the program
could be altered to create a fully online e-learning presentation. If the
organization cannot pull the technology together for the employees’ use,
an in-person classroom method could work as well.

Common questions

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Managerial social support post-training can enhance effectiveness by providing feedback and reinforcement of the training content. This continued interaction not only helps clarify any uncertainties but also ensures that the training principles are actively integrated into daily operations, fostering a positive work culture .

Essential factors for facilitating learning transfer in adult education include the enthusiasm and clear communication of the trainer, the relevance of training content to job roles, and organized, pretested materials. Such elements not only enhance engagement but also ensure that the knowledge is applicable and retained .

Adult learning theory (andragogy) influences sexual harassment training by emphasizing the importance of adults knowing why they need to learn something and preferring skills that apply directly to their jobs. This drives the training design to focus on relevant and applicable skills, ensuring that employees understand the importance of preventing harassment to maintain a non-hostile work environment .

Asynchronous training methods offer flexibility in timing and pace, accommodating employees' varied schedules and organizational constraints like internet availability or time management issues. They ensure accessibility without sacrificing the efficacy of the training .

A linear progression with assessments ensures structured learning where concepts build on each other sequentially, facilitating better understanding and retention. Assessments at the end enhance comprehension by evaluating the learner's grasp of material before moving to subsequent topics .

Pretesting technology and materials is crucial to prevent technical disruptions that could impede learning. By ensuring functionality beforehand, organizations can reduce technical hiccups during sessions, thereby enhancing focus and retention of the training content .

Meaningful and relevant content is crucial as it ensures learner engagement and the practical application of knowledge, especially in sensitive areas like sexual harassment. When participants see the relevance of the training to their roles, they are more likely to internalize the information and apply it in their environments .

Constraints like internet access and managerial support influence the selection of instructional methods by necessitating adaptable training formats. Lack of internet can shift programs towards in-person sessions, while scarce managerial support might necessitate asynchronous options to accommodate various employee schedules and needs .

A trainer's enthusiasm and positive communication style can significantly impact knowledge retention by capturing trainees' attention and emphasizing important points. This approach minimizes vocal distractions and keeps trainees engaged, which is crucial for effective recall and application of learned material .

Organizational constraints that could affect training implementation include limited budget, time management issues, and insufficient internet access. These can be mitigated by providing flexible training schedules, securing additional funding, and ensuring alternative modes of delivery (e.g., in-person or asynchronous sessions).

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