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Education by itself is not a new science, for example we can track the origin of the “pedagogy” from the old Greek period. But the adult’s education is quite new if we consider that the role of the education for adult has been defined as important only in the early 20th century (I don’t talk about the apprenticeship that was for long time the main way to educate adult).
Several Learning theories have been defined. Both social and cognitive theories agree on the premise that knowledge is constructed through problem-solving (going further than repetition of new knowledge) and this action of problem-solving using acquired knowledge is synonymous with transfer of learning.
The purpose of this paper is not to share a truth or the Truth. The purpose is to share views from the author, David Daoud, as a multi-cephalic actor of this wide People Learning and Development domain:
- As an employee of big and less big Organizations David was the internal client of internal and external learning providers for almost 18 years of professional experience.
- As a solution provider via David’s company eLearn2grow where he plays the role of Trainer, Instructional Designer (including eLearning creation) and so far, as an Entrepreneur.
- And as an individual who is continuously searching for improving himself in this fast pace changing environment (David did 6 years of night and week-end courses to get his master’s in project management and Business Engineering and he had several certifications since).
This is only the reflection and views thru his readings and experiences (Sources are logged at the end of this paper). Also eLearn2grow is warmly thanking contributors to this paper:
In the coming lines 4 core topics will be elaborated:
- People Learning and Developments definitions
- Learning theories and concepts
- Technologies for a better learning experience
- Challenges and Trends
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