Learning principles in training and development. Since training is a form of education some of the principles that emerge from learning theory can logically apply to training. Learning is the human process by which skills, knowledge, habits, and attitudes acquiring and utilizing in such a way that behavior modifying. Also, Discussion of the main Nature of Planning! The principles of learning in training provide additional insight into what makes people learn most effectively. The principles have been discovered, tested, and used in practical situations. Also learn, the Principles of Scientific Management, What are the Principles of Learning in Training?

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Meaning of Training: Organize an activity aimed at imparting information and/or instructions to improve the recipient’s performance or to help him or she attain a required level of knowledge or skill. Training is teaching or developing in oneself or others, any skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, productivity, and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology.

The following learning principles in training and development should satisfy by a good training program:
  • Practice – Employees learn faster when theory and practice go hand in hand. Employees under training should allow to participate in actual work performance. 
  • Active Process – The individual learns better when more of his senses are utilized in the efforts and he becomes more involved in the process of learning.
  • Guidance – Learning is more efficient if it is not by trial and error but by guidance from the expert. Guidance can speed the learning process and provide feedback as well.
  • Trainee Readiness – People who are not ready to learn will not learn. Consequently, an effective training program must comprise individuals who are ready to learn the skill at hand. Determining trainee readiness involves examining certain important issues.
  • Motivation – The trainee must motivate to improve his skills or knowledge by increasing compensation, promotion, recognition, etc.
  • Relevance – Most trainees quickly develop the perception of whether training is relevant. If trainee perceives that the instruction will help them on the job, they are much more likely to be receptive to the training. If they do not perceive they are more likely to demonstrate active or passive resistance in the training.
  • Reinforcement – Reinforcement is another critical principle of learning. It involves the process of providing financial rewards or non-financial incentives such as praise or recognition. Reinforcement can often encourage trainees to become more interested and involved in the training.
  • Standard of performance – The standard of performance must be set for the learner. The standard provides goals and gives a feeling of accomplishment when the employees achieve them.
  • Feedback – To understand the potentialities and limits of improvement of an employee the progress of his training must receive from time to time.
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