Andragogy is defined as the methods and principles used when designing and delivering training to adults (Ota, DiCarlo, & Burts, 2006). In other words, andragogy explains the six principles that guide a person who is planning to train adults. One of the principles is the need to know, which states that adults always want a reason as to why they should take time and learn something before they undertake the lesson (Ota, DiCarlo, & Burts, 2006). The second principle is the learners’ self-concept, which states that adults are responsible for what their lives. The third principle is the role of learners’ experience, which argues that adults have experiences compared with youths and this should be considered when preparing to deliver training to them (Ota, DiCarlo, & Burts, 2006). The readiness to learn is the fourth principle and posits that adults become ready to learn when the lesson is touching on real-life scenarios (Ota, DiCarlo, & Burts, 2006). The fifth stage is the orientation to learning. It states that adults want to learn things that will help them solve the day-to-day problems in the real-life. Motivation is the sixth principle, which states that adults are responsive to external motivations such as higher salaries and better job (Ota, DiCarlo, & Burts, 2006). Andragogy principles

What is the difference between education and training?

Many people still think that training and education are synonyms. However, the two are completely different, as explained herein. Training is defined as the act of imparting a special skill to a person, while education is the process of learning something in an institution that influences judgement and reasoning in learners (Surbhi, 2015). Education is offered to all learners regardless of their rank, age, or gender. Additionally, training is a practical approach to learning, while education is a theoretical approach to learning (Surbhi, 2015). Moreover, training aims to impart or improve the performance and productivity of an individual while education aims to help an individual develop a sense of reasoning and judgement (Surbhi, 2015). Read more

Why is it important for health and safety training to be integrated with an organization’s safety and health program?

There are several reasons why health and safety should be unified with the safety and health program in an organization. One is because training has proved to be an essential component in health and safety programs (Loeppke et al., 2015). Secondly, training helps individuals in an organization to identify their health responsibilities at the site (Loeppke et al., 2015). Thirdly, training by itself is not effective and becomes effective when incorporated into other programs such as safety and health program (Loeppke et al., 2015). Lastly, the complexity of training is dependent on the potential risks at the organization (Loeppke et al., 2015). Therefore, there is a need to integrate training into the safety and health program of an organization. Andragogy principles

Where does training fit within safety and health problem-solving?

Training is an integral element as it helps in the development of safety and health problem-solving skills (Haight, 2012). In other words, training is part of the strategies used to ensure that individuals develop safety skills. Additionally, training is used to communicate safety and health threats to all stakeholders (Haight, 2012). This means that the individuals communicating safety and health threats do it through training. Moreover, training is used when deciding the most effective methods to reduce exposure of employees to various health threats (Haight, 2012). Lastly, training enables employees and other stakeholders to be able to gain a broad understanding of the issue of health and safety (Haight, 2012). Andragogy principles

References

Haight, J. M. (Ed.). (2012). Hazard prevention through effective safety and health training. Des Plaines, IL: American Society of Safety Engineers.

Loeppke, R. R., Hohn, T., Baase, C., Bunn, W. B., Burton, W. N., Eisenberg, B. S., … & Hymel, P. A. (2015). Integrating health and safety in the workplace: how closely aligning health and safety strategies can yield measurable benefits. Journal of Occupational and Environmental Medicine, 57(5), 585-597.

Ota, C., DiCarlo, C. F., & Burts, D. C. (2006). Training and the needs of adult learners.

Surbhi, S. (2015). Difference Between Training and Education. https://keydifferences.com/difference-between-training-and-education.html