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Training and Development - Principles of Learning

The document discusses training and development. It covers setting training objectives, learning theories including reinforcement theory, social learning theory, goal theory, need theory and expectancy theory. It also discusses adult learning theory and principles of adult learning. Specifically, it outlines the purpose and characteristics of setting objectives, describes different learning theories and their key aspects, and summarizes adult learning theory proposed by Knowles which emphasizes that adults are self-directed and responsible for their own decisions. It concludes by listing principles of designing training based on adult learning theory.

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Sonu Mahean
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378 views19 pages

Training and Development - Principles of Learning

The document discusses training and development. It covers setting training objectives, learning theories including reinforcement theory, social learning theory, goal theory, need theory and expectancy theory. It also discusses adult learning theory and principles of adult learning. Specifically, it outlines the purpose and characteristics of setting objectives, describes different learning theories and their key aspects, and summarizes adult learning theory proposed by Knowles which emphasizes that adults are self-directed and responsible for their own decisions. It concludes by listing principles of designing training based on adult learning theory.

Uploaded by

Sonu Mahean
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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TRAINING AND DEVELOPMENT

PRESENTED TO:- PRESENTED BY:-


Dr. VANDANA SINGH
SEEMA KHYALIA

200101010070
CONTENTS

• Objective Setting

Purpose of Training objective

Characteristics

Structure

• Learning

Learning Theories

Reinforcement Theory

Social Learning Theory

Goal Theory

Need Theory

Expectancy Thoery

• Adult Learning Theory

• Priniciples of Adult Learning Theory


OBJECTIVE SETTING

• ACTIVITY OF SETTING OBJECTIVE FOR AN ORGANISATION

TRAINING OBJECTIVE
• THE INTENDED MEASURABLE OUTCOME THAT YOUR LEARNERS WILL
ACHIEVE ONCE THEY’VE FINISHED
• BY WAY OF CHANGES, NEW DEVELOPMENT, NEW IMPROVEMENT IN THEIR
JOB AND PERSONAL BEHAVIOR
PURPOSE OF TRAINING OBJECTIVE

• GIVE DIRECTION
• EASY TO MEASURE THE PERFORMANCE
• METHOD AND CONTENT OF TRAINING WITH CLEAR TARGET
• HELP IN INDIVIDUAL’S LEVEL EVALUATION
• ALSO HELP IN MOTIVATION TO PERFORM THE JOB WELL
CHARACTERISTICS

• SPECIFIC
• MEASURABLE
• ACHIEVABLE
• RELEVANT
• TIME BASED
STRUCTURE OF OBJECTIVE

• TERMINAL OBJECTIVE
• ENABLING OBJECTIVE
• LESSON OBJECTIVE
LEARNING

• IT IS CONCERNED WITH ACQUISITION OF KNOWLEDGE, SKILLS AND


ATTITUDES.
• IT REFERS TO PERMANENT CHANGE IN HUMAN CAPABILITIES THAT CAN
INCLUDE KNOWLEDGE, SKILLS, ATTITUDE, BEHAVIOR AND COMPETENCIES.
• TRANSFER OF TRAINING- EFFECTIVELY AND CONTINUALLY APPLYING WHAT
THEY HAVE LEARNED IN TRAINING.
• PURPOSE OF TRAINING AT ANY LEVEL IS TO HELP EMPLOYEES TO LEARN SO
THEY CAN PERFORM THEIR JOB SUCCESSFULLY.
TRAINEE CHARACTERISITICS

TRANSFER OF
TRAINING
TRAINING DESIGN LEARNING • GENERALIZATION
• MAINTENANCE

WORK ENVIRONMENT
LEARNING THEORIES

• REINFORCEMENT THEORY
• SOCIAL LEARNING THEORY
• GOAL THEORIES
• NEED THEORIES
• EXPECTANCY THEORY
• ADULT LEARNING THEORY
REINFORCEMENT THEORY

• PEOPLE ARE MOTIVATED TO PERFORM BECAUSE OF PAST OUTCOME


• TYPES-
 POSITIVE
 NEGATIVE
 EXTINCTION
 PUNISHMENT
SOCIAL LEARNING THEORY

• IT SAYS THAT NEW BEHAVIOR CAN BE AQUIRED BY OBSERVING AND


IMITATING OTHER.
• FOUR PROCESS OF LEARNING-
a. ATTENTION
b. RETENTION
c. MOTOR REPRODUCTION
d. MOTIVATIONAL
GOAL THEORY

• ALSO CALLED GOAL SETTING THEORY


• LEARNING IS LINKED TO TASK PERFORMANCE
• IT SAYS GOAL INFLUENCE A PERSON’S BEHAVIOR BY DIRECTING ENERGY AND
ATTENTION, MOTIVATING THE PERSON TO DEVELOP STRATEGIES OF GOAL
ACHIEVEMENT
 GOAL ORIENTATION
 LEARNING ORIENTATION
 PERFORMANCE ORIENTATION
NEED THEORY

• IT SAYS THAT NEED MOTIVATES A PERSON TO BEHAVE IN A MANNER THAT


SATISFIES HIM
• ABRAHAM MASLOW’S THEORY
EXPECTANCY THEORY

• PERSON’S BEHAVIOUR IS BASED ON-EXPECTANCY, INSTRUMENTALITY, AND


VALENCE

EXPECTANCY INSTRUMENTALITY VALENCE


EFFORT PERFORMANCE PERFORMANCE OUTCOME VALUE OF OUTCOME EFFORTS

BELIEF THAT IT IS RELATED WITH VALUE THAT PERSON IS


PERFORMING A GIVEN PERTICULAR OUTCOME GIVING TO THAT JOB
BEHAVIOR (BEING ABLE TO PERFORM (HOW IMPORTANT IT IS TO
(ATTENDING A TRAINING YOUR JOB) PERFORM BETTER ON THE
PROGRAMME) JOB)
ADULT LEARNING THEORY

• GIVEN BY KNOWLES, ADULTS ARE SELF DIRECTED AND FEEL RESPONSIBLE


FOR THEIR DECISIONS.
• LEARNING PROGRAMMES FOR ADULT SHOULD BE DESIGNED THAT THE
LEARNERS ARE CLEAR ABOUT WHAT THEY NEED TO LEARN
• ALSO CALLED ANDRAGOGY
ASSUMPTIONS OF ANDRAGOGY

• THE LEARNER’S NEED TO KNOW


• THE ROLE OF LEARNER’S EXPERIENCE
• READINESS TO LEARN
• ORIENTATION TO LEARNING
• MOTIVATION
PRINCIPLES OF ADULT LEARNING THEORY

• INVOLVE THE LEARNER IN DETERMINING WHAT IS TO BE LEARNED


• PROVIDE SAFETY IN THE ENVIROMENT BETWEEN TEACHER AND LEARNER FOR LEARNING AND
DEVELOPMENT
• HAVE ACTION WITH REFLECTION OR LEARNING BY DOING
• ROLE OF LEARNING SHOULD BE CLEARLY DEFINED.
• ENGAGE THE LEARNERS IN WHAT THEY ARE LEARNING BY MOTIVATING THEM.
• ESTABLISHING A MORE PROBLEM CENTRED APPROACH TO APPROACH TO LEARNING
• PARTICIPATIVE EVALUTION OF LEARNING OUTCOMES
• FOCUS ON RELEVANCE OF LEARNING TO THE JOB
• ENGAGING PARTICIPANTS IN EXPERIENTIAL LEARNING ACTIVITIES
REFERENCES

• WWW.GOOGLE.COM
• DIPAK KUMAR , TRAINING AND DEVELOPMENT, SAGE PUBLICATIONS
• WWW.SILDESHARE.NET
• PPTS PROVIDED IN CLASS WHATSAPP GROUP
THANK YOU FOR LISTENING

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