Learning and Transfer of Training Part 1
- 2. Objectives 1. Discuss the five types of learner outcomes. 2. explain the implications of learning theory for instructional design. 3. Incorporate adult learning theory into the design of training program. 4. describe how learners receive, process, store, retrieve and act upon information.
- 3. 5. Discuss the internal conditionns (within the learner) and external conditions (learning environment) necessary for the trainee to learn each type of capability. 6. Discuss the implications of open and closed skills and near and far transfer for designing training programs. 7. Explain the features of instructions and the work environment that are necessary for learning and transfer of training.
- 4. Introduction… Although they use different methods, purpose of the training at the four companies just described is to help employees learn so they can perform their jobs successfully.
- 5. 1. Providing opportunities for trainees to practice and receive feedback. 2. Offering meaningful training content. 3. Identifying any prerequisites that trainees need to complete the program successfully 4. Allowing trainees to learn through observation and experience 5. Ensuring that the work environment, including managers and peers, support learning and use of skills on the job.
- 6. Figure 4.1 A model of learning and transfer of training Trainee Characteristics Training Design Work Environment Learning Transfer of Training • Generalization • Maintenance
- 7. What is learning? What is learned?
- 8. Table 4.1 Learning Outcomes Types of Learning Outcome Description of Capability Example Verbal Information State, tell, or describe previously State three reasons for information following company safety procedures Intellectual Skills Apply generalizable concepts and design and code a computer rules to solve problems and generate program that meets customer novel products requirements Motor Skills Execute a physical action with precision Shoot a gun and consistently and timing hit a small moving target Attitudes Choose a personal course of action Choose to respond to all incoming mail within 24hrs Cognitive Strategies Manage one’s own thinking and learning Use three different strategies processes selectively to diagnose engine malfunctions
- 10. Reinforcement Theory Emphasizes that people are motivated to perform or avoid certain behaviours because of past outcomes that have resulted from those behaviours.
- 11. Social Learning Theory Emphasizes that people learn by observing other persons (models) whom they believe are credible and knowledgeable Also recognize that behaviour that is reinforced or rewarded tends to be repeated.
- 12. Figure 4.2 Process of Social Learning Theory Attention • Model Stimuli • Trainee • Characterist ics Retention • Coding • Organizatio n • Rehearsal Motor Reproduction • Physical Capability • Accuracy • Feedback Motivational Process * Reinforcement Match Modeled Performance
- 13. Goal Theories Goal Setting Theory assumes that behaviour results from a person’s conscious goals and intentions. Goal Setting Theory also used in traning program design. Goal Setting Theory suggests that learning can be facilitated by providing trainees with specific challenging goals and objectives.
- 14. Goal Orientation refers to the goals held by a trainee in a learning situation. Learning Orientation relates to trying to increase ability or competence in a task Performance Orientation refers to learners who focus on task performance and how they compare to others.