- Adult Learning Theory (ALT)
Adult Learning Theory (ALT),
or Andragogy, was introduced by Malcolm Knowles (1980). It posits
that adults learn differently from children due to their maturity, work
experience, and internal motivation. Knowles identified six principles of adult
learning:
- Need to Know – Adults must understand why they need
to learn something before engaging.
- Self-concept – Adults are self-directed learners.
- Experience – Prior experiences form a rich resource
for learning.
- Readiness to Learn – Adults are motivated when
training aligns with their real-life roles.
- Orientation to Learning – Adults prefer
problem-centered rather than content-centered learning.
- Motivation – Internal motivation is more powerful
than external rewards.
(Continu Team,
2022) (Pappas, 2025) Application to ABC Bank ABC Bank’s HR Department provides
periodic training programs through its internal Skills Development Centre and
e-Learning Academy. However, when these programs are centrally designed
and uniformly scheduled, they may fail to reflect branch-level needs, employee
readiness, and the practical realities of adult learning. By applying Adult Learning
Theory, ABC Bank can redesign its T&D strategy to ensure that programs are
contextual, flexible, and participatory, addressing the unique needs of adult
employees in the banking sector. (Pappas, 2025) (Talentlms, 2022)
|
Adult
Learning Principle
|
Application at ABC Bank
|
|
· Need
to Know
|
Communicate the purpose of
each training program (e.g., improving service quality or compliance
readiness).
|
|
· Self-concept
|
Allow employees to choose
optional training modules through the e-learning platform.
|
|
· Experience
|
Encourage peer learning and
experience sharing among branch staff.
|
|
· Readiness
|
Schedule training sessions
when branches have manageable workloads.
|
|
· Motivation
|
Recognize and reward
training completion and application in performance reviews.
|
|
|
Real
Example: ABC Bank’s Leadership Development Program
In 2023, ABC
Bank launched its Strategic Leadership Development Program (SLDP) in
collaboration with the Postgraduate Institute of Management. This program,
designed for senior managers, exemplifies the principles of adult learning by
focusing on real-world case discussions, strategic problem-solving, and
self-reflection, showing the effectiveness of ALT-based learning. However,
such success at senior levels must also cascade to operational staff across
branches.
- Social
Learning Theory (SLT) – Albert Bandura
Bandura (1977)
proposed that people learn primarily by observing others, modelling
behaviors, and receiving feedback. This means effective learning environments
promote interaction, mentorship, and collaboration, rather than one-way
instruction. (Saul McLeod, 2025) (Kendra Cherry, 2025)
Application
at ABC Bank:
In branch-based
environments, employees often learn more by watching experienced
colleagues handle customer complaints, manage loans, or follow
compliance procedures than by attending lectures. However, these informal
opportunities are not systematically structured or recognized by HR.
By applying for
SLT, ABC Bank can:
- Introduce peer
mentoring systems, where experienced employees coach recruits.
- Encourage branch-level
learning circles where staff share success stories and
challenges.
- Use role-playing
and simulations during training to enhance observational
learning.
- Create
a social learning community through the ABC Bank
e-Academy portal, enabling discussion boards and knowledge sharing.
Real
Example:
The Sell-to-Win program
conducted by Life Skill Academy for ABC Bank focused on sales
performance enhancement. Integrating SLT principles, such as peer
demonstration and feedback, could make such programs more engaging and
sustainable.
References
Continu Team, 2022. https://www.continu.com. [Online]
Available at: https://www.continu.com/blog/adult-learning-theory
[Accessed 28 11 2025].
Kendra
Cherry, M., 2025. https://www.verywellmind.com. [Online]
Available at: https://www.verywellmind.com/social-learning-theory-2795074
[Accessed 28 11 2025].
Pappas,
C., 2025. https://elearningindustry.com. [Online]
Available at: https://elearningindustry.com/the-adult-learning-theory-andragogy-of-malcolm-knowles
[Accessed 28 11 2025].
Saul
McLeod, P., 2025. https://www.simplypsychology.org. [Online]
Available at: https://www.simplypsychology.org/bandura.html
[Accessed 28 11 2025].
Talentlms,
2022. https://www.talentlms.com. [Online]
Available at: https://www.talentlms.com/blog/adult-learning-theories/
[Accessed 28 11 2025].
|
|
| |
I strongly agree with this blog, as it clearly demonstrates the critical importance of applying learning theories to enhance training and development in ABC Bank. The use of Adult Learning Theory (ALT) is particularly insightful because it acknowledges that employees are adult learners with prior experience, self-directed learning preferences, and intrinsic motivation. By emphasizing the “need to know,” self-concept, and readiness to learn, ABC Bank can design training programs that are relevant, flexible, and directly applicable to employees’ roles, which increases engagement and knowledge retention (Knowles, Holton & Swanson, 2020; Pappas, 2025).
ReplyDeleteFurthermore, the discussion on Social Learning Theory (SLT) highlights that employees learn effectively through observation, modeling, and feedback. Encouraging peer mentoring, branch-level learning circles, and knowledge-sharing communities leverages informal learning opportunities that often have a stronger impact than traditional classroom instruction. This approach not only enhances skills but also promotes collaboration and a culture of continuous learning within the bank (Bandura, 1977; McLeod, 2025; Cherry, 2025).
The real-life examples of the Strategic Leadership Development Program (SLDP) and the Sell-to-Win program effectively demonstrate how these theories can be applied practically, showing measurable benefits in employee development and performance. Overall, the blog convincingly illustrates that combining ALT and SLT in T&D strategies is essential for maximizing both individual and organizational effectiveness in the banking sector.
Thank you for your comprehensive feedback. I fully agree with your points regarding the application of both Adult Learning Theory (ALT) and Social Learning Theory (SLT) at ABC Bank. By incorporating ALT principles such as the “need to know,” self-directed learning, and readiness to learn, training programs become more relevant, engaging, and practically applicable for employees, which supports knowledge retention and skill development (Knowles, Holton & Swanson, 2020; Pappas, 2025).
DeleteEqually, integrating SLT through peer mentoring, learning circles, and knowledge-sharing communities fosters observation, modeling, and collaborative learning, creating a culture of continuous learning that strengthens both individual capabilities and organizational performance (Bandura, 1977; McLeod, 2025; Cherry, 2025). I also agree that the real-life examples of SLDP and Sell-to-Win effectively illustrate how these theories can be operationalized, reinforcing the value of combining ALT and SLT in designing impactful T&D strategies for the banking sector.
This is a well-structured article because it connects two important learning theories directly to real training problems in ABC Bank. I like how you show that Adult Learning Theory explains why a “one-size-fits-all” training model does not work for busy branch staff. It is true that adults learn better when training is practical, flexible, and linked to their job tasks (Knowles, 1980). Your suggestions, such as elective modules and peer learning, show a strong understanding of how to apply theory in a real banking context. The use of Social Learning Theory is also effective because most banking skills are learned by watching experienced staff handle cases, not from slides or lectures (Bandura, 1977). One improvement could be to show how the bank will measure performance after using these methods. Overall, the article gives useful insights into how training can shift from information delivery to real behavior change.
ReplyDeleteThank you for your insightful feedback. I appreciate your recognition of how Adult Learning Theory and Social Learning Theory help address ABC Bank’s practical training challenges. I fully agree that adults learn best when training is job-relevant and experience-driven, as highlighted by Knowles (1980) and Bandura (1977). Your point about measuring performance is especially valuable—integrating evaluation methods such as post-training observation or Kirkpatrick’s Level 3 assessment would help ensure that these learning approaches lead to real behavior change. Your suggestions strengthen the overall argument and add important depth to the discussion.
Delete