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Mix or match? New Apprentices' learning styles and trainers'
preferences for training in workplaces
This qualitative study examines the learning styles and preferences
of a group of New Apprentices (apprentices and trainees) and the training
preferences of their workplace trainers in three industry
sectors—manufacturing, retail and community services. An understanding
of learning preferences offers a useful starting point for trainers, enabling
them to recognise how they can best 'connect' with New Apprentices
and therefore design effective learning environments.
- This study showed that the workplace features preferred by trainers
and New Apprentices in manufacturing were different from those in
retail and community services. The nature of the work and the industry
culture
are clearly important in this context.
- The practicalities of workplaces mean that learning preferences cannot
always be accommodated, and hence the expectations of both trainers
and New Apprentices need to be discussed and clarified early in their
working
relationship.
- Interpersonal relationships are an important influence on workplace
learning environments. Trainers and employers need to take time to
talk with their New Apprentices about their jobs. Similarly, New Apprentices
need to talk to their trainers and employers about opportunities to
learn
and practise skills learnt off the job.
- Promoting quality learning environments in the workplace relies upon
the recognition that mismatches do occur between trainers' and
New Apprentices' preferred learning environments. Trainers need
to implement strategies—for example, ensuring that workplace
trainers build and maintain effective communication with New Apprentices
to support
learning in the workplace—in order to manage these differences
effectively.
- The stereotype of the kind of person in the workplace who gravitates
(either through volunteering or being encouraged) into helping others
learn is challenged by the findings of this study. Although it makes
no pretence of being representative of the entire workplace trainer
workforce, the study found that over half the sample of workplace trainers
were
not the specific personality types which relevant research usually
associates with people in similar roles.
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