Theories involved in Training and Development

                                             Video 01 ;    Introduction to Learning Theories

1.   Having a clear understanding of the different training theories enables the organization to create training and development program for the employees that are both productive and meaningful. Here are few theories of training and development which can be used to accomplish organizational goals,

• 1.     Goal setting theory ; This theory was designed by Edwin Locke and it suggests the setting of the goal has a direct affect on performance. Based on his experience of laboratory drives and field study experiences, he also discovered that 90% of workers will devote more time and have a stronger desire to learn if given clear, demanding objectives. This is due to the fact that if individuals put in more effort to reach these goals as opposed to ones that are typically simple and unclear, they will feel a greater feeling of satisfaction and accomplishment.
• 2.     Behavioral learning theory ; This is a training theory based on the idea interactions with their surroundings teach people new things, basically the theory assumes that learners act and respond in accordance with the relationships between inputs and outputs. This training theory places a strong emphasis on positive reinforcement. This theory was pioneered by researchers like John Watson and B.F. Skinner.
• 3.     Adult learning theory ; This theory emphasizes that adult learners have different learning methods when compared with younger learners. The main reason for this is that adults have a wealth of prior experience, which means they have a vast knowledge. Their desire to learn is mostly motivated by a purpose, such as strengthening a weakness or learning a new skill for job promotion.
• 4.     Constructivist learning theory ; In this theory employees are more of an active learners than passive learners. According to the theory, learners create their own set of knowledge and build upon it with new information and experiences. The learning process is cumulative and the whole process involves involving in learning experiences and reflecting those experiences.
• 5.     Learning curve theory ; This theory reflects that the training and development process always begins difficult but eventually becomes easier. This points that an employee will become effective and faster in completing a task as they repeatedly do the task. The Ebbinghaus Forgetting Curve, an experimental study by Hermann Ebbinghaus, served as the basis for this training approach (10 training theories 2023).
• 6.     Connectivism learning theory ; This is one of most recent theories that takes into account how the digital world is affecting training and development. It makes the case that technology and social interactions impact learning and that humans must adjust to a world where information is always changing. Connectivism holds that as knowledge is subject to change, an individual's ability to learn is more significant than their comprehension of the material as it exists now.
• 7.     Lifelong learning theory ; The theory mentions that learning is lifelong. As per this adult who want to overcome barriers such as age and economic position and close the knowledge gaps created by traditional education can benefit from individualized learning. Lifelong Learning takes age as a starting point and strives to provide equal learning opportunities for all, irrespective of demographic variations.
• 8.     Micro learning theory ; The theory explains that new information is grabbed better when presented in a short manner. In contrast to subject-heavy teaching approaches, bite-sized lessons have been shown in a research to aid boost focus and contribute to long-term retention among learners by as much as 80% (10 training theories 2023)
• 9.    Sensory theory ; The theory suggests that if  multi-senses are stimulated the learners are more receptive for learning. In order to help learners remember and recall knowledge more readily, this training theory basically advises managers and trainers to support training and activities that demand learners to employ as many senses as feasible.
• 10.  Cognitive learning theory ; This focuses on helping learners analyze their emotions and ideas objectively in order to more efficiently acquire information. Put differently, it requests that they "think about how they think." The theory's ideas and methods suggest that when you comprehend how thought pattern’s function, you may develop strategies to use your brain to learn or teach more successfully. It's also possible to increase your awareness of the ways in which your mind creates connections between information

The organizational leadership should identify these theories and apply them so the employees training and development programs will be effective

References

10 training theories (2023a) EdApp Microlearning. Available at: https://www.edapp.com/blog/training-theories/ (Accessed: 10 April 2024).

10 learning theories to structure your training programs (no date) 360Learning. Available at: https://360learning.com/guide/learning-theories/learning-theories/ (Accessed: 10 April 2024).

Francis, A. (2018) Four major theories of training and development, MBA Knowledge Base. Available at: https://www.mbaknol.com/human-resource-management/four-major-theories-of-training-and-development/ (Accessed: 10 April 2024).