1. Chapter:03 Learning and Training Presented By: Syed Danish Ali Reg # 3025 Training and Development

2. Elements for Effective Integration of Learning and Training Motivation Reinforcement Retention Transference

3. 1.Motivation The trainer must establish rapport with participants and prepare them for learning; this provides motivation. Trainer can motivate employees via several means Setting a feeling or tone for the training program. Setting an appropriate level of concern. Setting an appropriate level of difficulty.

4. 2. Reinforcement Reinforcement is a very necessary part of training/learning process; through it, trainer encourages correct modes of behavior and performance. Positive Reinforcement: “good” and reinforces “good” (or positive) behavior in employees. Negative Reinforcement: It is used trying to change modes of behaviors. “The result of negative reinforcement is extinction”

5. 3. Retention In order for participants to retain the information taught, they must see a meaning or purpose for that knowledge and skill. They must also understand and be able to apply the new knowledge and skill. “Simply stated if the participants did not learn the material well initially, they will not retain it well either”

6. 4. Transference Transfer of learning is a result of training – it is the ability taught in the course but in a new setting. Two types of transfer: Positive Transference – occurs when the participants uses the behavior taught in the training program. Negative Transference – occurs when the participants do not do what they are told to do.

7. 4. Transference (cont..) Transference is most likely to occur in the following situations: Association – participants can associate the new knowledge and skill with something that they already know. Similarity – the information is similar to the material that participants already know. Degree of original learning – participant’s degree of original learning is high. Critical attribute element – the knowledge and skill learned contains elements that are extremely beneficial (critical) on the job.

8. Conditions for Effective Learning There are three key condition for effective learning. 1. Group Composition 2. Task features 3. Communication Media

9. 1.Group Composition One factor that determines the effectiveness of learning is the composition of learner’s group. This factor is defined by several variables: the age and levels of participants, the size of the group, the difference between group members in terms of hierarchy, competencies, etc.

10. 1.Group Composition (cont...) The most intensively studied variable is the heterogeneity of the group. It refers to the objective or the subjective differences (how subject perceive each other) among group participants. There exist some ‘optimal heterogeneity’,i.e.. some difference of viewpoint is required to trigger interactions, but within the boundaries of mutual interest and intelligibility.

11. 2. Task Features Some tasks are inherently disturbed and lead participants to work on their own independently from each other. Some tasks do not involve any planning and hence create no need for mutual regulation. Some tasks can not be shared because they rely on process. Task feature also include the environment in which the task has to be performed.

12. Communication Media Whatever task and participants have been selected, learning will not be effective if the communication media is inadequate. Most of the learning material can be conveyed via text-based communication, but with some perturbations(unhappy and worried mental state).

13. Continuous Learning and Development Human resources are the key resources, which provides an organization is competitive advantage when combined with technology. To achieve plans and rise to the challenges of change, organizations need continuous learning as a matter of survival. An organization is motivated to word creating, acquiring and transferring knowledge, with a view to improve performance.

14. Continuous Learning and Development (cont..) Continuous learning and development can be fostered by organizations by adopting a number of strategies: 1. creating a culture of learning. 2. Making individual learning necessary and accessible. 3. Providing incentive for individuals to learn continuously. 4. Linking learning to productivity.