Research Goals
The reading chosen for this review is research by Huam Chak Khoon and Nick Jewson titled “Changing Hearts & Minds: Training Programmes for ‘Mid-career Workers in Singapore” published in January 1995.
This research is an attempt to provide detailed coverage on the topic of how to train older employees that did not undergo any formal education. The authors claim that there is little use in implementing a training-centered approach to achieve higher participation and involvement. It is then stated that the older employees must instead be trained in the framework of learning-centered approach. The authors argue that this approach may shift the older employee’s view on the working process, which, in turn, would allow them better accommodating in the groups, while also adopting values and beliefs necessary.
Achieved Results
The authors use the documentation of a taxi co-operative in Singapore to evaluate the impact that learning-centered approach had on its workers. The documentation is presented in documentary sources themselves and survey research. These materials are also used to summarize the necessary steps in forming an effective learning-entered training process that this co-operative experienced.
The authors conclude that, although older adults with no initial training are indeed at a disadvantage, they may be successfully trained via learning-centered training approach methods. While undergoing learning-centered training, such workers will not only receive necessary skills and competitions; they will also be able to reevaluate their attitude towards the working process and their views and beliefs towards their occupation in general. All of these changes turn older adults with no formal education into an effective working force that is able to cope with any difficulties on a par with their colleagues that previously received a formal education.
Moreover, the participants of learning-centered training achieved higher levels of self-esteem, self-confidence, and increased self-worth. This was achieved by allowing the participants taking an occupation based on a set of competencies about which they were confident. The training course underwent in pre-formed peer groups that received training through informal channels at their workplace. Although one of the primary objectives was to train the participants to be better suited for their current occupation in the co-operation, there was also a goal of removing any barriers that they may have had prior to training. Thus, the undertaking was indeed highly successful. The article, in turn, provides an in-depth coverage and analysis of the procedures.