Since training is a form of education some of the principles that emerge from learning theory can be logically applied to training. Learning is the human process by which skills, knowledge, habits and attitudes are acquired and utilized in such a way that behavior is modified. The principles of learning in training provide additional insight into what makes people learn most effectively. The principles have been discovered, tested, and used in practical situations.
The following Principles of learning should be satisfied by a good training program:
- Practice – Employees learn more fast when theory and practice go hand in hand. Employees under training should be given an opportunity to participate in actual work performance.
- Active Process – The individual learn better when more of his senses are utilized in the efforts and he become more involved in the process of learning.
- Guidance – Learning is more efficient if it is not by trail and error but by guidance from expert. Guidance can speed the learning process and provide feedback as well.
- Trainee Readiness – People who are not ready to learn will not learn. Consequently an effective training program must comprise individuals who are ready to learn the skill at hand. Determining trainee readiness involves examining certain important issues.
- Motivation – Trainee must be motivated to improve his skills or knowledge by increased compensation, promotion, recognition etc.
- Relevance – Most trainees quickly develop perception about whether training is relevant. If trainee perceives that the instruction will actually help them on the job, they are much more likely to be receptive to the training. If they do not perceive they are more likely to demonstrate active or passive resistance in the training.
- Reinforcement – Reinforcement is another critical principles of learning. It involves the process of providing financial rewards or non-financial incentives such as praise or recognition. Reinforcement can often encourage trainees to become more interested and involved in the training.
- Standard of performance – Standard of performance must be set for the learner. The standard provide goals and give a feeling of accomplishment when the employees achieve them.
- Feedback – In order to understand the potentialities and limits of improvement of an employees the progress of his training must be received from time to time. Such feedback will be a valuable aid in adjusting training to the needs of the individual workers.