There exist two models that are used to familiarize one on how to carry out a particular task or job. First, learners can undertake a complete course related to the field to understand the requirements for the job. This can also be done through experiential learning, which is mainly based on experience and observation. Both modes essentially equip an individual with the necessary skill for the job. They make the learner conversant with different methods and techniques that apply to the task. Moreover, both modes involve obtaining knowledge from other parties that are more experienced in the field of study. The two methods, however, have similarities and differences, which are discussed in this paper.
Some employers will opt for experiential learning, while others prefer employees to complete a course related to the task at hand. Experiential learning allows for immersive, hands-on learning through activities, work experience, projects, and problem-solving (Eyler, 2009). The other, which is a traditional academic model, deploy the use of lectures to teach course concepts. More often than not, for some specific tasks like counselor training, experiential learning is considered sufficient. More organizations are also gravitating to experiential training.
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A typical Chinese proverb states, "I hear, and I forget. I see, and I remember. I do, and I understand." This experiential model of learning in the workplace creates a link between theoretical knowledge and practical work. It is one thing to read a book about flying an airplane, but it’s quite a different experience to fly one. Experiential learning allows for the practicing of the theories learned. It enables employees to adapt to new situations accordingly.
Hands-on learning promotes teamwork and improves one's communication skills. Here, the learner interacts more often with other employees both on a personal level and group level. They get a clear understanding of how these employees relate and the way they handle different tasks. They learn how these workers complement each other per their strengths. This way, they have a good sense of teamwork. It is also essential that they understand how to communicate professionally and pass information to their superiors. Taking a course barely equips one with these skills since it is more theoretical.
Unlike when learning a skill in a course, experimental learning allows one to apply the knowledge they have acquired immediately. For course work, new concepts are taught every time without even putting them in practice. This makes the learners have a shallow idea of what needs to be done when they finally have to execute what they have taught. It is more effective when the learner observes and then attempts to conduct the same task immediately. It is highly probable for earners to find it challenging to execute tasks that were theoretically taught. On the contrary, practical learning sticks and is highly effective.
However, experiential learning helps the learner have access to real-time coaching and feedback (Giulioni, 2013). This saves time in a way since those who do a course would still need to undergo some essential coaching on how the task should be carried out. For most jobs, real-time coaching is highly effective and makes the learner efficient. The individual can also obtain essential feedback relating to the way they undertook the task. This feedback only works to improve the learners' understanding of the task at hand. It helps them understand their strength and weaknesses.
Experiential learning exposes learners to real-world situations and more company-specific scenarios. The learner can deal with the actual work situation and exactly know how to handle them when they arise (Kolb, 2014). This is not the case in theoretical learning, which uses abstract constructs that may not necessarily apply to their job. This proves to be a hurdle when they are faced with company-specific situations that need their intervention. Organizations prefer this hands-on learning that allows their employees to familiarize themselves with real company issues.
More organizations are adopting experiential learning because it offers more benefits compared to the traditional mode of learning that is class-room based. This is because experiential learning allows learners to 'fail fast' and, as a result, take remedial training immediately (Wessels, 2005). This makes learners ready to work faster. On the contrary, learners who complete their respective courses and are prepared to work might be unable to perform their roles, prompting them to undergo retraining. This is time-consuming and may impact on the rate of fully training the workforce.
The tasks and assignments given in a class cannot compare to what takes place in an office setting. Learners can be equipped with the skills needed when learning is taken out of the training centers and put into the workplace. Repeating the same test over and over will not enhance practical skills to the same extent as hands-on activities.
In conclusion, these two aspects of training are essential in providing skills to learners. Theoretical learning gives in-depth understanding and functioning of systems applicable to the work environment while hands-on knowledge gives the practical exposure that enables real-time execution. Corporate trainers now believe that merging these two aspects of training, learning, and hands-on experience is the most preferred way of providing necessary skills that learners can use immediately.
References
Eyler, J. (2009). The Power of Experiential Education. Association of American Colleges & Universities . https://www.aacu.org/publications-research/periodicals/power-experiential-education
Giuliani, J. W. (2013, June 7). Why experiential learning is so important in business . Halogen Software. https://www.halogensoftware.com/blog/why-experiential-learning-is-so-important-in-business/blog
Kolb, D. A. (2014). Experiential learning: Experience as the source of learning and development . FT Press.
Wessels, M. (2015). Experiential learning: Preparing learners for experiential learning and graduate placement . Juta and Company.
