Learning Theories and Principles in Training (Part 1)
Summary
TLDRThis video script discusses the importance of learning theories and principles in designing effective training programs. It emphasizes the need to understand how and why people learn to create integrated and innovative training for employees. The script outlines different types of learning outcomes and explains the role of learning theories in guiding instructional design. It also highlights the significance of aligning learning with organizational goals and the impact of learning on employee performance.
Takeaways
- ๐ Learning tools and principles are crucial for developing effective training programs that can enhance employee performance and contribute to organizational success.
- ๐ Training and development can provide a competitive advantage to companies by equipping employees with the skills needed to meet business objectives.
- ๐ Understanding learning theories is essential for trainers to know how and why people learn, which in turn helps in creating effective training programs.
- ๐ The purpose of training is to facilitate learning that leads to personal growth and improved job performance.
- ๐ง Learning theories help trainers analyze behavior and the learning process, particularly in a training context.
- ๐ A robust learning theory should aim to explain, predict, and potentially shape or change learner behavior.
- ๐ ๏ธ Learning theories guide the dimensions of training and provide trainers with options to choose the most appropriate method for any given training program.
- ๐ Different learning theories may apply depending on the training needs and approaches, emphasizing the importance of understanding various theories.
- ๐ Learning outcomes are measurable achievements that indicate what a learner will understand after completing a learning activity, playing a key role in assessment and evaluation.
- ๐ There is no single 'best' learning theory; each offers a unique perspective on learning, and the most effective choice depends on the specific training objectives and learner demographics.
Q & A
What is the main focus of the discussion in the provided transcript?
-The main focus of the discussion is on various learning tools and principles in training and development, emphasizing the importance of understanding these tools and principles to create effective and innovative training programs for employees.
Why is it important to study learning theories and principles?
-Studying learning theories and principles is crucial because it helps to understand how and why people learn, which in turn allows for the creation of effective training programs that promote learning and enhance employee performance.
What role does training play in helping companies gain a competitive advantage?
-Effective training can play a key role in helping companies gain a competitive advantage by equipping employees with the necessary knowledge and skills to deal with competitive challenges and meet business objectives.
What is the purpose of the training process?
-The purpose of the training process is to help employees learn for personal growth so that they can successfully perform their jobs.
What are the three agendas discussed in the transcript for the learning process?
-The three agendas discussed are: 1) Distinguishing the differences of learning theories, 2) Explaining the implications of learning theories and principles for instructional design, and 3) Outlining the learning process.
What does the term 'learning theories' refer to in the context of the transcript?
-In the context of the transcript, 'learning theories' refers to explanations for why something occurs or how it occurs in the learning process, aiming to systematize and organize what is known about human learning.
How do learning theories guide the development of effective training programs?
-Learning theories guide the development of effective training programs by providing a framework to understand how information is used, knowledge is created, and learning takes place, which helps in making informed decisions about instructional practices.
What are the five types of learning outcomes mentioned in the transcript?
-The five types of learning outcomes mentioned are: 1) Verbal information, 2) Intellectual skills, 3) Motor skills, 4) Attitudes, and 5) Cognitive strategies.
Why are clear learning outcomes important for training programs?
-Clear learning outcomes are important for training programs because they help define specific knowledge, skills, or expertise that learners will gain, guide assessment and evaluation, and ensure that learners can apply their new knowledge in real-world contexts.
How does the concept of 'learning design' relate to 'learning theories'?
-Learning design is based on learning theories because these theories provide a framework to understand how people learn, which helps in making informed decisions about instructional practices, designing, developing, and delivering effective learning experiences.
What does the term 'learning tourists' refer to in the transcript?
-The term 'learning tourists' appears to be a typographical error in the transcript and likely refers to 'learning theories' or 'learning principles', which are frameworks that help understand and guide the learning process.
Outlines
๐ Introduction to Learning Tools and Principles in Training
The script begins by setting the stage for a discussion on learning tools and principles in training and development. It emphasizes the need to understand these tools and principles to create effective training programs for employees. The speaker mentions previous lessons on the importance of training for a company's competitive advantage and how it can address various challenges. The training process, including the ADI model, is briefly touched upon, highlighting the significance of learning tools and principles in helping employees learn and perform their jobs successfully. The session's agenda includes distinguishing learning theories, explaining their implications for instructional design, and outlining the learning process.
๐ง Understanding the Importance of Learning Theories
The second paragraph delves into the concept of learning theories, which are explanations for why and how learning occurs. It defines a learning theory as a systematic organization of knowledge about human learning, helping to understand knowledge creation and application. The speaker mentions that robust learning theories aim to explain, predict, and shape learner behavior. By understanding these theories, trainers can better deal with human behavior and environmental effects on learning. The paragraph also discusses how learning theories guide the dimensions of training and provide options for trainers to choose the most appropriate method for any given training program.
๐ The Imperative of Learning Theories in Training Design
This section underscores the necessity for training professionals and learning designers to comprehend common learning theories to make informed decisions about learning interventions. It discusses the integration of technology and social media in training design and how understanding different learning tools can enhance this process. The speaker stresses that learning theories provide a framework for understanding how information is used and knowledge is created, which is crucial for selecting the right instructional practices. The paragraph concludes by stating that there is no single best learning theory, as each offers a unique perspective on learning, and that these theories influence and shape instructional practices.
๐ฏ Aligning Learning Theories with Training Outcomes
The fourth paragraph focuses on how different learning theories provide context for learning, underlying motivation, and teaching methods, which are essential for designing and delivering instruction. It mentions that the best-suited learning theory depends on the learning outcomes and the audience's profile or demographics. The speaker advises that learning designers must start with identifying the global training needs and then select the appropriate theoretical framework. The importance of understanding learning theories and principles in training and development, as well as in the design, implementation, and evaluation of training programs, is reiterated.
๐ Defining Learning and Learning Outcomes
This paragraph provides a definition of learning as a relatively permanent change in human behavior or capabilities that is not a result of maturation. It introduces the concept of learning outcomes, which are measurable achievements that a learner will understand after completing a learning activity. The speaker explains that creating clear, actionable learning outcomes is vital for training program development. The paragraph also outlines five types of learning outcomes: verbal information, intellectual skills, motor skills, attitudes, and cognitive strategies, providing examples and emphasizing their importance in assessment and evaluation.
๐ ๏ธ Types of Learning Outcomes and Their Relevance
The final paragraph elaborates on the five types of learning outcomes mentioned earlier: verbal information, intellectual skills, motor skills, attitudes, and cognitive strategies. It provides examples and explanations for each type, highlighting their relevance in a training context. The speaker discusses how attitudes can impact behaviors such as turnover and how cognitive strategies help individuals manage their learning processes. The paragraph concludes by inviting questions from the audience, indicating the end of the discussion on learning outcomes.
Mindmap
Keywords
๐กLearning Tools
๐กTraining and Development
๐กLearning Theories
๐กInstructional Design
๐กCompetitive Advantage
๐กLearning Outcomes
๐กTraining Process
๐กCognitive Strategies
๐กMotor Skills
๐กAttitudes
๐กVerbal Information
Highlights
The importance of learning tools and principles in creating effective training programs.
Training can provide a competitive advantage and help deal with competitive challenges.
The training process involves understanding the ADI model and its role in employee learning.
The necessity of knowing learning theories and principles for effective instructional design.
How understanding learning theories can shape and change learner behavior.
The role of learning theories in guiding the development of effective training programs.
The impact of learning theories on organizational performance and employee capabilities.
The definition of learning as a relatively permanent change in human behavior or capabilities.
The five types of learning outcomes: verbal information, intellectual skills, motor skills, attitudes, and cognitive strategies.
The importance of clear, actionable learning outcomes in training program development.
How learning outcomes play a key role in assessment and evaluation of training programs.
The significance of including verbs in learning outcomes to describe observable actions.
Verbal information as a learning outcome, including facts and bodies of knowledge.
Intellectual skills as learning outcomes, involving concepts and rules for problem-solving.
Motor skills as learning outcomes, focusing on coordination and physical movements.
Attitudes as learning outcomes, influencing personal course of action and job satisfaction.
Cognitive strategies as learning outcomes, regulating the process of learning and problem-solving.
The absence of a single best learning theory, as each offers a different perspective on learning.
The importance of selecting the right learning theory based on training objectives and learner demographics.
Transcripts
[Music]
so
here we go so we will be discussing
today the the various uh learning tools
and principles in training and
development now uh before we proceed
doing starting uh
uh
steps in
or procedures in the conduct of training
and development we have to first
determine
learning tourism principles later on we
will go i'm going to explain
why uh
studying or having an
extensive understanding of the various
learning
tools and principles would be able to
create you know
an effective and even
integrated and innovative
training programs for our employees
okay so
uh
we have already discussed in unit one
purpose training
purpose
training
consulting previous lesson we discussed
ibana young training can play a key role
in helping companies gain a competitive
advantage correct
and uh when we have also an effective
training and development we could
successfully deal with various
competitive challenges
and uh the current entire activity we
also research
companies and organizations who had a
world-class training program and
initiatives and presented how training
played a crucial role in meeting their
business objectives
and part also of what we tackle in unit
one
is the training process
okay just remember the the training
process
uh we also discuss
adi model a training process and and
then before we proceed to
uh in that topic okay in the
discussion on the process of training we
have to or we have to become familiar
first with the learning tools and
principles because remember
that the purpose of training is to help
employees
learn
for personal training
so that they could successfully perform
their
jobs so today we will be discussing uh
three agendas in here we will be
expected
that at the end of the unit
you will be able to distinguish the
differences
of the of the learning tourists
explain the implication of this uh
learning theories and principles for
instructional design and of course the
outline in young learning process
so why do we have to study
learning tourism principals because
a training can only be effective if it
promotes learning therefore we need to
know
how and why people
learn okay
[Music]
so the question is
the importance of
training and the cost of training are
obvious
training and also to conduct different
development programs so the question
forcing the executives in organizations
that how organization can make this
training effective or training programs
more effective
so in this unit we will be uh discussing
the role of learning tourists
as a guiding
principles or as well as it will guide
us in the development of
effective training programs
[Music]
knowledge and experiences of people for
them to effectively perform their
jobs so in this uh
session
we will be studying learning tools and
principles which means that uh
an individual makes the organizational
performance better by utilizing
yonkanilang knowledge and skills so
anglanyardito once we able to know
how and why people learn we could create
training program that is effective that
will help
employees build junkanila knowledge
skills and experiences that is relevant
to the job that they will perform or
that they are performing
so this unit will highlight you know
young importance and applications
of learning tourists and how these
tourists could
prove to be most uh
could prove to be at most importance in
panus
for
uh training to be effective
okay
training can only be effective if it
promotes learning so we need to know how
and why people
learn
so what are learning tourists
learning tourists
so learning tourists
is an explanation
for why something occurs or how it
occurs
so what are learning
to reach learning theories
is an explanation for why something
occurs or
how it occurs okay
so
she also defines that a learning jury as
a jury
okay
learning jury is to systematize and
organize what is known about human
learning
okay
so
it helps us to understand both how
knowledge is created and how people
learn okay
and how people will uh
use that knowledge store that knowledge
okay
there are also authors
2019 you know that learning jury aims to
systematize and organize what is known
about human
learning so he argues
that uh
that a robust learning jury seeks to
explain behavior
to predict it and to even
shape or change young learners behavior
so by uh
understanding learning theory we will be
able to deal with human behaviors and
the various changes that occurs in
behaviors and the effects of the
environment on this
behavior so this various learning theory
examines the human behavior and gives
some instruction in my conditions of
learning so by understanding
we will be able to prepare
uh
during the training program okay so
learning tourism
permit the dimensions of training and it
provides trainer with options to choose
the one that is most appropriate goods
any long training program so depending
upon the trainings and the training
approaches
different learning theory may
apply
always remember that uh
all learning theories
carry some basic concepts that the
trainer
needs to understand which will be more
helpful in analyzing
behavior and the learning
process particularly in training
so
training
it helps to consider the influences that
might be causing the learning to
occur so that's where two risks of
learning can be useful
okay so by understanding this uh
okay
they are meant to explain how a person
or group
attains
new knowledge
skills and abilities
therefore
uh
an effective training in in the
organization
it's a challenge casino and needs
attention for
professional uh trainers so learning
jury
by understanding learning tourists it
will provide us a better deal of
instruction and principles to to us the
trainers by utilizing them
and and then they could make uh an
analysis of individuals and can select
the effective method of training in
short
understanding the
the learning theory or tourists or
principles is is inevitable in learning
nothing
on the understanding okay
learning tourism
so they are imperative
in designing
learning
okay
because uh as learning designers our
goal is to make sure that learning is
relevant and aligned to the needs of our
participants okay
um
training and development program okay so
it is imperative that as training
professionals and learn designers you
must understand the common theories of
learning so that we will be able to make
good choices and educated decisions
regarding the learning interventions
that we can integrate okay
do starting uh training design
especially now that we are using uh
technology social media
and other methods okay so by
understanding uh
by understanding it on
different learning tools we could
integrate this into the training design
and even the training
implementations
so all training professionals and
learning designers
must approach training in a way that is
burned by one of the learning tourists
that we will be discussing in this unit
okay
when we choose a particular
particular way to teach
it has consequences related to how
people
learn and as a learning designers our
goal is to make sure that learning is
relevant
and aligned to the needs of our audience
we also want to uh select and apply the
right instructional strategies that help
the audience achieve their
goals so once we become aware
of
of the of the various learning theories
we can begin to understand
the process of learning
and even
even understand our beliefs about
learning and challenge our assumptions
out of the methods and methodologies of
learning
okay
so
uh at washington learning design it will
uh tourist rather okay will provide us a
basis to understand how people learn
and a way to explain describe and
analyze them and even predict
learning of our participants in that
sense
a jury will be able to help us to make
more
informal decisions around the design
development and delivery of
learning okay
so
[Applause]
deeply about the learning and
these are highly
researched or they are being researched
extensively
so
learning jury offers a
framework that will help us understand
how information is going to be used
and uh how knowledge is created and how
learning
takes
place so learning designers can apply
these frameworks according to the
different learning and or according to
the various learning objectives and the
needs of the learner and make informed
decisions about choosing the right
instructional practices
okay
so
we follow the concept of learning design
and it must be based on
learning
juris because of the following
things
kanina okay
now the question is or uh the
uh
yeah the question is
okay is there uh
a best learning jury
okay there is none
there is no one best learning
journey because each study
offers a different way to look at
learning and essential ingredients that
make learning happen
okay so but by uh describing and using
uh this various stories it provides us
lens
perspective on how learning designers
can
create
or learn learning designers can
understand and describe
the the role of the learner
the role of the instructor the teacher
or the facilitator and how learning
happens in different ways
so each theory has
an influence and shape instructional
practices and methods and all the the
tourists
will continue to
do so
second is
different tourists provide the context
of
learning
underlying motivation and the methods of
teaching okay and this have uh and this
has implications for designing and
delivering instruction okay so different
tourists are best suited to
different learning outcomes and
different audience
profiles or demographics okay
therefore since uh a touring comprises
of facts and assumptions
uh learning designers must begin the
design obtaining by identifying first
the global training and then
select the right theoretical framework i
know you are familiar with the
theoretical framework of my research
familiar theoretical
framework so there are lots of uh
learning juris out there but there are
but there there is and there is uh
none
okay
situation it depends on the objectives
it depends on the learner's profile or
demographics
so the learning and development team
should uh
investigate first the different tools
and decide which ones suit the type of
the training you need to deliver and the
company culture that you are
creating
okay so that's
the reason why uh
understanding
learning tourism and principles are
relevant uh
subject not in the training and
development and even in the training
design development and implementation
and evaluation of our training programs
that you're going to offer to your
organization so now let us define what
is learning how do we define learning
how do we define learning
so this this is the definition that
we're going to adopt here in our subject
that learning is a relatively permanent
change in human behavior
or or in human capabilities
that is not a result of broad processes
so these capabilities are related to
specific learning outcomes later on i'm
going to show you what are these various
learning outcomes so because i'm writing
relatively permanent okay
so magical relatively permanent it is
relatively permanent because
the changing of behavior is not fixed
[Music]
it may change
it may change with the change of new
knowledge technology and even new
experience
once you become more experienced ababa
young human capabilities small
so whatever learned today it is not
permanent
especially when new technology comes new
experiences are being gathered and the
learning may change
and that could also change
the the person's behavior
when you learn something new it somehow
change your behavior
so learning is now being described as
the process of having or of having one's
behavior
uh young behavior number one modify
okay more or less permanently okay
so
uh
by experiences consequences
actions and even through observation
okay
so adobe's
learning outcomes
learning outcomes at all
types of learning outcomes
we have verbal information
intellectual skills motor skills
attitudes and
cognitive strategies okay
supposing
learning outcomes these are
measurable achievements that a learner
will be able to understand after
the learning is complete which helps the
learners understand the importance of
information and what
they will gain from their engagement
with the learning activity so
we have here various definitions of
learning
outcomes you know these are uh
okay
so
descriptions of specific knowledge
skills or expertise that the learner
will get from a learning activity
such as training session seminar course
or
programming okay so creating a clear
actionable and learning outcomes is
an important part of the creation of
training programs in organizations
so when we are developing training
programs
the both the management and the
instructors need to be clear about
learners after
they're after completing your kanila
learning
path
okay
learning outcomes also
play a key role in assessment and
evaluation
making clear what knowledge learners
should have
upon completion of the learning activity
written learning outcome
okay
manga learners will be able to apply
their new knowledge in the real world
context
rather than on
the learner being able to recite the
information
or just put it into their memory okay
so uh
the most useful learning outcomes
includes verb later on
as we proceed to the first step number
thing training process
so
uh
yeah the most useful learning outcomes
include the verb that describes an
observable action a description of what
the learner will be able to do
and
under which conditions they will be able
to do it
and the performance level they should be
able to glitch
now we have five types of learning
outcomes so we have the verbal
information
intellectual skills motor skills
attitudes and cognitive strategies so
when we look at the table
okay
okay
the table
types of learning outcomes and
description capability and some examples
okay suppose i have nothing verbal this
includes names
labels
facts bodies of knowledge
so verbal information includes a
specialized knowledge that employees
need in their
jobs okay for example a manager must
must know the names of different types
of equipment as well as the body of
knowledge related to total quality
management
okay example is
performance uh
standards you know state three reasons
for following company safety procedures
so knowledge verbal state telling
scribing okay
then we have here intellectual skills
this includes concepts
and
rules so these concepts and rules are
critical to solve problems serb
customers and even create products so
this 890 kanalang nagi state nathan
talaga described but being able to
generalize concepts and rules to solve
problems and generate noble
products
so
analysis
okay
even uh problem solving
okay
[Music]
and then another learning outcome is
humanity motor skills
when we when we say motor skills it's
not about driving a motorcycle
but when we are
describing motor skills this includes
coordination of physical movements okay
so for example a teleport repair person
must have the
coordination and dexterity necessary to
climb the ladders and teleport
holes so motor skills
uh pc 31
execution
of a physical action with precision and
timing
then we have here attitudes
that the kids are a combination of the
and feelings that predispose a person
to behave a certain
way
okay so
attitude it's more of
choosing a personal course of action
[Music]
this includes cognitive components
includes your beliefs
your feeling
and uh
the way the person intends to behave
with regards to the subject
of the attitude okay so another example
non work related attitudes in your ba 24
this were uh these are being discussed
in bay 24 organizational behavior
work related attitudes
this includes uh job satisfaction
commitment to the
organization job involvement and the
rest okay and we want that our employees
or our
members of the organization must possess
okay
positive attitude towards their
work
so training programs
may use to develop or change attitudes
because attitudes have shown to be
related to physical and mental
withdrawal from work and even turn over
and behaviors that impact the well-being
of companies such as uh
helping new employees organizational
citizenship behavior and the rest or
even employee engagement is part of this
uh
learning outcome
and lastly we have here
cognitive
strategies
okay
so we have here uh
nothing cognitive strategies
uh it regulates the process of learning
they relate to the learner's decision
regarding what information to attend how
to remember and how to solve problems
so this is now how a certain individual
manage their own thinking and learning
processes
learners because
each individual has their own
or they could set their own cognitive
strategies
okay so those are the various uh
learning outcomes now let us proceed to
the learning tourists do you have
questions so far
[Music]
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