Steven Whitaker Capella University Workshop Presentation

Training and Development Training and development are a subfield of Industrial/Organizational (I/O) psychology. A specialty area within the field of psychology that is the study of human behavior in work and organizational settings (Riggio, 2015). That is the application of principles of psychology, facts, and methods to individuals and groups in work and organizational settings (Landy & Conte, 2012). Training is the systematic acquisition of attitudes, skills, or concepts that result in improving performance in another environment (Landy & Conte, 2012). While development is formal assessments of abilities and personality, mentoring relationships, job experiences, and formal education that assist employees in preparing for the future (Landy & Conte, 2012).

Current Practices within Training On-site methods Job rotation Apprenticeship Vestibule training On-the-job training

Current Practices within Training Cont. Off-site methods Seminars Web-based training Programmed instruction Computer-assisted instruction (CAI) Simulation techniques Audiovisual instruction Behavior modeling training

Current Practices within Development Management/leader ship training and development methods Coaching Mentoring Conference Role-playing Action learning

Current Practices within Development Cont. Management/leader ship training and development methods Executive coaching Management games 360-degree feedback Problem-solving case study

Analysis of Historical and Theoretical Influences Wilhelm Wundt Hugo Munsterberg James Cattell Walter Dill Scott Walter Bingham Frederick W. Taylor World War II (WWII)

Description of the Historical and Foundational Theories Social learning theory Reinforcement theory Cognitive theories of learning Social identity theory of leadership

How Current Practices Adhere to Historical and Foundational Theories Wilhelm Wundt Evidence-based practices Scientist–practitioner model I/O psychology graduate programs

Conclusion As a subfield of I/O psychology, training and development are the formal and continual efforts that organizations make for improving performances and self-fulfillments of employees through various programs and educational methods. In current day organizations, such efforts take on a broad range of practices such as on-site methods, off-site methods, and management/leadership training and development methods. Numerous historical and theoretical influences such as Wilhelm Wundt, Hugo Munsterberg, James Cattell, Walter Dill Scott, Walter Bingham, Frederick W. Taylor, and WWII contributed to the development of the subfield. Historical and foundational theories such as social learning theory, reinforcement theory, cognitive theories of learning, and social identity theory of leadership support the current practices within this subfield. As a result of Wilhelm Wundt, evidence-based practices, the scientist– practitioner model, and I/O psychology graduate programs current practices within this subfield adhere to historical and foundational theories of psychology.

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