(for use in the classroom only)
ISSUES RELATING TO ADULT LEARNING

Learning is the basic objective of all the training and development activities. If people have not learnt what they were suppose to learn from a HRD program; then the program should be called as a failure. It is, therefore, very important for HRD professionals to understand the major concepts and research findings related to learning. Learning may be defined as the process of acquiring, assimilating, and internalizing inputs for their effective and varied use when required, leading to an enhanced capability for further self monitored learning. It is any relatively permanent change in behaviour that occurs as a result of experience. The change often is an increased capability for some type of performance.

Basic learning styles of the participants

Every individual has a unique way of gathering, absorbing, processing and internalizing inputs for learning purpose. This constitutes an individual’s learning style. It must, however, be remembered that the learning style of an individual is neither always explicit nor enduring. An individual modifies it in light of the situations and experiences. Even in a training program, a participant may change the learning style, depending on the opportunities available for learning.

It may be noted that a participant's learning style is not necessarily a measure of his/her intellect and learning abilities. It only suggests a preference for the manner in which s/he wants to learn. It also suggests that learning is boosted if it is kept with the learning preference of the participants.

Participants’ learning styles - some attributes

Learning styles of the participants can be discussed on the basis of three major aspects in a training program. These are:

• Preference for certain type of training activities; • Willingness to put in