1. Theories and Program Design
Chapter 4
Learning:
Theories and Program Design

2. What is Learning? Chapter 4 Learning is:
A relatively permanent change in human
capabilities that is not a result of growth
processes.

3. What is Learning? Chapter 4 Specific outcomes include:
Verbal information - facts
Intellectual skills - process of thinking
Motor skills - physical movement
Attitudes - beliefs, feelings and behavior
Cognitive strategies -

4. Learning Theories Chapter 4 Reinforcement Theory:
Individuals are motivated to perform or avoid
behaviors because of past outcomes of those
behaviors.
Behavior is controlled by its consequences.

5. Learning Theories Chapter 4 Social Learning Theory:
People learn by observing other people and
attempting to emulate their behaviors.

6. Learning Theories Chapter 4 Social Learning Theory:
Four processes involved in learning - -
Attentional - have to be aware
Retentional - have to remember
Reproductional - have to be able to reproduce
Positive outcome - it better be good!

7. Learning Theories Chapter 4 Goal Setting Theory:
Behavior is the result of a person’s conscious
goals and intentions.

8. Learning Theories Chapter 4 “Need” Theory:
Needs motivate people to behave a certain
way in order to satisfy that need.
To make training relevant, Trainers should
explain how training will help the learners meet
their needs.

9. Learning Theories Chapter 4 Expectancy Theory:
Behavior is based on 3 factors - -
Expectancy - the link between trying and
performing
Instrumentality - engaging in a behavior will
have a desired outcome
Valence - the value one places on an outcome

10. Learning Theories Chapter 4 Adult Learning Theory (Andragogy):
Basic assumptions about adult learning- -
1. Adults need to be self directed
2. Adults need to know why
3. Adults bring work-related experiences
4. Adults use a “problem-centered” approach
5. Adults have intrinsic & extrinsic motivators

11. Learning Theories Chapter 4 Information Processing Theory:
A message is received by the senses, registered,
stored in short-term memory, transformed for
long-term memory, and a response to the
information is organized.

12. The Learning Process Chapter 4 The process includes - -
Expectancy - the learner’s mental state
Perception - ability to organize messages
Working Storage - rehearsal and repetition
Semantic Encoding - coding of messages
Retrieval - identification of material
Generalizing - ability to adapt information
Gratifying - feedback learner receives

13. The Learning Process Chapter 4 Implications for Training:
Individuals learn best when they understand the
objectives
Statement of what is expected to be done
Statement of level of performance
Statement of conditions / environment

14. The Learning Process Chapter 4 Implications for Training:
Employees are more likely to learn when
the training is linked to current job
experiences and tasks.
That gives meaning to the material.

15. The Learning Process Chapter 4 Implications for Training:
Employees need to practice for learning to stick.
“Overlearning” involves continuing to practice
beyond the point at which the learner has
demonstrated proficiency more than once.

16. The Learning Process Chapter 4 Implications for Training:
Employees need feedback concerning how well
they are meeting the predetermined objectives.
Feedback should be specific and follow the
behavior as close as possible.

17. The Learning Process Chapter 4 Implications for Training:
Employees learn by observing and interacting
with others.

18. The Learning Process Chapter 4 Implications for Training:
The training program needs to be properly
coordinated and arranged.
“Training administration” includes enrollment,
material prep, arranging for a facility, and
evaluating the program & outcomes.