TRAINING DESIGN PROCESS - STEP 3 (CREATING A LEARNING ENVIRONMENT)

LEARNING ENVIRONMENT

A positive learning environment energizes training and involve trainees to learn.
Some companies involves in training process outside the classroom. Has a book club and allow employees to read and discuss.

CREATING A LEARNING ENVIRONMENT

• Meaningful training content
• Positive learning environment
• Need to know why should they learn
• Opportunities to practice
• Sharing the knowledge
• Feedback
• Commit training content to memory.

Learning is relatively permanent change in human capabilities that is not a result of growth process.
Learning outcomes are

• Verbal information - state, tell previously stored information (name, label, facts)
• Intellectual skills - concepts and rules to solve problem (design code)
• Motor skills - execute a physical action with precision and timing (shoot a gun continuously)
• Attitude - personal course of action
• Cognitive strategy - ones own thinking and learning process.

LEARNING THEORIES

1. REINFORCEMENT THEORY
Emphasis that people are motivated to perform or avoid certain behaviours because of the past outcomes.
Positive reinforcement is obtained by pleasurable outcomes. In the form of rewards or recognition
Negative reinforcement is removal of unpleasurable outcome. Punishment is the outcome of negative reinforcement.
Extinction is a process of withdrawing positive or negative reinforce to eliminate a behaviour.


2. SOCIAL LEARNING THEORY
The people learn by observing others persons whom they believe credible and knowledgeable.
New learning skills comes from
Direct experience by using the behaviour
Process of observing others.

High self efficacy person is good to learn. It is increased by
Verbal persuasion, logical verification, modelling, past accomplishment.

"Get Your Ideas Across" trainees are presented with five key behaviours
1.State point and purpose of message
2.Present points to aid understanding
3.Check audience reaction
4.Handle reaction from audience
5.Summarize main point.

3. GOAL THEORIES
Specific challenging goals results in better performance than vague unchallenged goals.
Goal directs energy and attention.
Goal orientation is goals by trainee in learning situation.
Learning orientation is trying to increase ability or competence in the task.View error and mistake as part of learning.

4. NEED THEORIES
Help to explain value that person places on certain outcome.
A need is deficiency that person experiencing at any point of time.
Maslow and Alderfers need theory focuses on
1.Physiological needs
2.Relatedness needs - need to interact with person
3.Growth need - self esteem, self actualization.

Alderfers theory states that a person starts to satisfy needs from low to high level.
If high need is not satisfied then employee refocus on low level needs.

5. EXPECTANCY THEORY

Expectancy are beliefs about link between trying to perform a behaviour and actually performing well.
Instrumentality is performing given behaviour associated with particular outcome.

6. ADULT LEARNING THEORY
It is theory based on how adults learn.
Knowles model is based on several assumption
1.Need to know why they learn
2.Self directed
3.More work related to learning situation
4.They must be motivated.

7. INFORMATION PROCESSING THEORY

Positive evaluation is stored in long term memory for use in similar situation.
Internal process needed to capture, store, retrieve and respond.

Information available is processed by series of processing system.
The processing system transfers or alters the information.