Professional Documents
Culture Documents
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Learning:
Theories and
Program
Design
4
2-1
What Is Learning?
Learning is a relatively
permanent change in human
capabilities that is not a
result of growth processes.
These capabilities are
related to specific learning
outcomes.
2-4
Intellectual skills
include concepts and rules
critical to solve problems, serve customers,
and create products
2-5
Attitudes
combination of beliefs and feeling that predispose a person to behave a certain way
important work-related attitudes include job
satisfaction, commitment to the organization,
and job involvement
2-6
2-7
Learning Theories
Reinforcement
Theory
Social Learning
Theory
Goal Theories
Need Theories
Expectancy Theory
Information
Processing Theory
Adult Learning
Theory
2-8
Schedules of Reinforcement
2-11
2-14
Processes
Processes of
of Social
Social Learning
Learning Theory
Theory
Attention
Retention
Motor
Reproduction
Model Stimuli
Coding
Physical Capability
Trainee
Organization
Accuracy
Characteristics
Rehearsal
Feedback
Motivational
Processes
Match
Modeled
Performanc
e
Reinforcement
2-15
Goal Theories
Goal Setting
Theory
Goal Orientation
2-16
2-20
2-21
Need Theories
Help explain the value that a person places on
certain outcomes
need a deficiency that a person is experiencing at
any point in time.
2-24
2-25
Expectancy
Effort
Performance
Instrumentality
Performance
Outcome
Valance
Value of Outcome
= Effort
2-26
Implications
Implications of
of Adult Learning Theory
for Training
Design Issue
Implications
Self concept
Experience
Readiness
Time perspective
Orientation to learning
2-28
Information
(1 of
of 3)
3)
Information Processing
Processing Theory (1
Give more emphasis to the internal
processes that occur when training
content is learned and retained
Highlights how external events
influence learning
2-29
Information
(2 of
of 3)
3)
Information Processing
Processing Theory (2
It highlights how external events
influence learning, which include:
changes in the intensity or frequency of
the stimulus that affect attention
informing the learner of the objectives to
establish an expectation
enhancing perceptual features of the
material (stimulus), drawing the attention
of the learner to certain features
2-30
Information
(3 of
of 3)
3)
Information Processing
Processing Theory (3
verbal instructions, pictures, diagrams, and
maps suggesting ways to code the training
content so that it can be stored in memory
meaningful learning context (examples,
problems) creating cues that facilitate coding
demonstration or verbal instructions helping
to organize the learners response as well as
facilitating the selection of the correct
response
2-31
A Model of Human
Human Information
Information
Processing
Processing
Stimulus
or
Message
Receptors
Eyes
Ears
Nose
Skin
Environment
Feedback
Reinforcement
Effectors
Sensory
Register
Short-Term
Memory
Long-Term
Memory
Response
Generator
2-32
2-33
Relationship
Relationship Among
Among Learning
Learning Processes,
Processes,
Instructional
Instructional Events,
Events, and
and Forms
Forms of
of Instruction
Instruction
2-34
The
The Learning
Learning Process:
Process:
Mental
Mental and Physical
Physical Processes
Processes
Gratifying
Generalizing
Retrieval
Expectancy
Perception
LEARNING
Long Term
Storage
Working
Storage
Semantic
Encoding
2-35
The
The Learning
Learning Process:
Process:
Learning
Learning Styles
Styles
2-36
2-39
Training Objectives
Employees learn best when they understand
the objective of the training program
The objective refers to to the purpose and
expected outcome of training activities
Training objectives based on the training
needs analysis help employees understand
why they need the training
Objectives are useful for identifying the types
of training outcomes that should be measured
to evaluate a training programs effectiveness
2-41
A training
training objective has three
three
components:
components:
1. A statement of what the employee is
expected to do (performance or
outcome)
2. A statement of the quality or level of
performance that is acceptable (criterion)
3. A statement of the conditions under
which the trainee is expected to perform
the desired outcome (conditions)
2-42
Internal
Internal and
and External
External Conditions
Conditions
Necessary
(1 of
of 2)
2)
Necessary for
for Learning
Learning Outcomes
Outcomes (1
Learning Outcome
Verbal Information
(Labels, facts, and
propositions)
Internal Conditions
Previously learned
knowledge and verbal
information
Strategies for coding
information into memory
Intellectual Skills
(Knowing how)
Cognitive Strategies
(Process of thinking
and learning)
External Conditions
Repeated practice
Meaningful chunks
Advance organizers
Recall cues
Link between new and
previously learned knowledge
Recall of prerequisites,
similar tasks, and strategies
2-45
Internal
Internal and
and External
External Conditions
Conditions
Necessary
(2 of
of 2)
2)
Necessary for
for Learning
Learning Outcomes
Outcomes (2
Learning Outcome
Internal Conditions
External Conditions
Attitudes
(Choice of personal
action)
Mastery of prerequisites
Identification with model
Cognitive dissonance
Demonstration by a model
Positive learning environment
Strong message from credible
source
Reinforcement
Motor Skills
(Muscular actions)
Practice
Demonstration
Gradual decrease of external
feedback
2-46
Considerations
Considerations in
in Designing
Designing Effective
Effective
Training
Training Programs:
Programs:
Selecting and preparing the training site
Selecting trainers
Making the training site and instruction
conducive to learning
Program design
2-47
How
How Trainers
Trainers Can
Can Make
Make the
the Training
Training Site
Site
and
and Instruction
Instruction Conducive
Conducive to
to Learning:
Learning:
Creating A Learning
Setting
Preparation
Classroom
Management
Engaging Trainees
Managing Group
Dynamics
2-48
Program Design
Ob
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Le
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on
Pla
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2-49