Principle of Learning
Principle of Learning
Goal Setting
Trainers should take time to explain the objectives of the training and the intended goals to be achieved. Goal setting is used in focusing and motivating individuals’ behavior within the organization.
Meaningfulness of Presentation
The content of the presentation should be meaningful as possible. The training material should give the trainee opportunity to tie the knowledge what they already have and what is to be learnt.
Modeling
Modeling the training content can increase the trainees’ behavioral responses to the content by using training manuals or pictures.
Individual Differences
Everyone has a different way of learning whether through visual or listening. Some persons could perform/learn better by themselves or with groups.
Active Practice and Repetition
When the trainee has the chance to repeat a job task, they will then become adept in accomplishing the desired action. Example learning to drive a manual vehicle, when we first learn to drive, you weren’t sure what the workings were, what to shift the gear into or when to mash the clutch. With practice now you know what gear to go into and when to mash the clutch.
Whole versus Part Learning
When deciding to learn in parts or whole take in to consideration the job that needs to be achieved. When actions are broken down into simpler actions, the individual becomes more receptive to learning and do each individual part successfully, then if we were to learn the entire job. For example doing a case study relating to several companies, it would be easier to break it down and distribute among a group than an individual because of the workload
Massed versus Distributed Learning
If training is distributed in a shorter time period than a longer one, the trainees would be more inclined to retain information more. For example if a lecture is given in a day and the content is long it could have been divided up into several hours or split up and given on different days.
Feedback
Goal Setting
Trainers should take time to explain the objectives of the training and the intended goals to be achieved. Goal setting is used in focusing and motivating individuals’ behavior within the organization.
Meaningfulness of Presentation
The content of the presentation should be meaningful as possible. The training material should give the trainee opportunity to tie the knowledge what they already have and what is to be learnt.
Modeling
Modeling the training content can increase the trainees’ behavioral responses to the content by using training manuals or pictures.
Individual Differences
Everyone has a different way of learning whether through visual or listening. Some persons could perform/learn better by themselves or with groups.
Active Practice and Repetition
When the trainee has the chance to repeat a job task, they will then become adept in accomplishing the desired action. Example learning to drive a manual vehicle, when we first learn to drive, you weren’t sure what the workings were, what to shift the gear into or when to mash the clutch. With practice now you know what gear to go into and when to mash the clutch.
Whole versus Part Learning
When deciding to learn in parts or whole take in to consideration the job that needs to be achieved. When actions are broken down into simpler actions, the individual becomes more receptive to learning and do each individual part successfully, then if we were to learn the entire job. For example doing a case study relating to several companies, it would be easier to break it down and distribute among a group than an individual because of the workload
Massed versus Distributed Learning
If training is distributed in a shorter time period than a longer one, the trainees would be more inclined to retain information more. For example if a lecture is given in a day and the content is long it could have been divided up into several hours or split up and given on different days.
Feedback