Learning theories play an important role in the design of an effective training program. Learning theories provide training designers with information on how we learn, and the best environments for learning to take place. An understanding and incorporation of learning theory is needed when designing instruction because it adds focus and direction to the process. “Instructional designers should address their goals and intentions of designing instruction in order to best incorporate learning theory within their programs.” (Patten, Jr, 1974)
In today’s organization’s it is apparent that training plays an important role in their success. Training initiatives must provide support to the ...view middle of the document...
Understanding all of these factors of getting someone ready to be trained includes an understanding of what motivates people. We are mainly concerned about a person's work behavior. So we must realize that this tension-reducing effort must be directed toward the organizational goals, but must also address the individual's needs. People will not change unless there is something in it for them.
Trainers and training designers must understand what motivates a person to learn, how a person learns, what prevents the failure of learning and what barriers stand in the way of learning. Trainers and designers must also understand the different theories involved with learning. By understanding a person’s needs and what motivates a person to achieve, effective training material can be produced. In order to ensure that trainees effectively change current behaviors, acquire new knowledge and modify skills, the trainer must recognize what the trainee will find most important in training.” In order for a training program to effective with an adult learner, several factors must be considered:
1. Adults have the need to know why they are learning something
2. Adults have a need to be self-directed
3. Adults bring more work-related experiences into the learning situation
4. Adults enter into a learning experience with a problem-centered approach to learning
5. Adults are motivated to learn by both extrinsic and intrinsic motivators
“In an adult learning situation, it is very important to consider what the learners already know and how they will approach the material. Most adults decide the importance of what to learn. Adults validate information more on the beliefs they have and the experiences that they have had through life. They expect the information that is being presented to them to be immediately useful and have experiences to measure this information on. When training adults, one must remember that most are problem centered, will actively participate, and function best when they are included in planning the training or in a collaborative environment. Learning is a cognitive process. We use mental activity involving information storage, retrieval, and use. This is the process of thinking. By understanding this cognitive process we can then use this information in our training design in an effective way.” (Noe, 2005 )
“Employees learn through: observation, experience and by interacting with others. Employees need the training program to be properly coordinated and arranged to satisfy these requirements. Designers of training must take into account that employees learn best when they understand the objective of the training program. The objective should refer to the purpose and expected outcome of training activities and that 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...