Answer:
Explanation:
Incorporating principles of adult learning theory in any training program is the foundation to ensuring a successful transfer of skills from the training program back to the workplace. Adult education focuses on the facilitator ensuring the participants are able to achieve sustained behavioral changes to improve in a particular area(s). For example, enabling adult participants in a negotiating training program to learn the skills and knowledge required to effectively conduct negotiations once they are back at work. This is most effectively done, in this example, through role playing where adults are able to practice negotiating tactics in a safe environment. Participants should be able to walk away from the negotiating training program with an understanding of how they would change the model they have learned to fit nearly any negotiating situation they encounter. As another example, a training class focused on improving presentation skills is best able to meet its objective by enabling participants to practice making presentations and being tape recorded so that they can see how they perform during presentations. Again, it should also provide participants with the ability to adjust how they present depending on the audience they are presenting to and the topic to be presented.
Bloom’s Taxonomy was developed in 1956 by Benjamin Bloom and a team of education psychologists. Bloom’s Taxonomy refers to a classification of the various learning objectives that are set for participants in a training program. Bloom’s Taxonomy identifies six categories (levels of learning) from simple to complex within the Cognitive Domain.
Bloom's taxonomy
First, let’s step back a bit. Bloom and his colleagues identified three domains of learning activities:
