Learning principles in training

HUMAN RESOURCE MANAGEMENT

1. LEARNING PRINCIPLES IN TRAINING AND DEVELOPMENT Dr. Mohamed Kutty Kakkakunnan Associate Professor P.G. Dept. of Commerce NAM College Kallikkandy Kannur – Kerala – India

2. Learning Principles for Training Training is meant to learn new skills, knowledge and attitude (KSA) Learning means the behavioral changes that take place in an individual through experience Change may be positive or negative The aim of training and HRM is to create positive changes among the employees or trainees Important function of HRM - to create a positive learning environment in the organization so that each employee continuously learn and acquire new KSA To make the learning more effective certain principles (learning) can be followed- mentioned below

3. Motivation to learn Participation in training programme and acquisition of KSA depends upon the motivation level of the participant Effectiveness of training programme depends on the readiness of the learner – which in turn depends upon his motivation level Motivation to learn is the desire of the learner to learn the content of the training programme Motivation to learn is related with the desire to knowledge gain, skill acquisition and behavioral changes

4. Employees can be motivated by - Ensuring self-efficacy, understanding the benefits, creating the awareness about the need for training etc HR Manager has to consider, input, output, consequences, and feedback, because all these will affect the motivational level of workers Self-efficacy is the belief of workers that they can successfully learn the content of training programme Many due to lack of sufficient knowledge understanding etc stay away from training, fearing that they cannot understand or grasp the contents of training programme

5. B. Recognition of individual difference Grasping ability differ from person to person - the trainer should consider this difference and act accordingly Note: Do not consider all the trainees alike

6. C. Supporting climate and Practical opportunities Practice makes man perfect There shall be facility to demonstrate and practice what has learnt in training. Learning will not take place when the employees practice only by talking about what they are expected to do Trainees have to continue practice even if they have been able to perform the objective for several time Such kind of over-learning helps them to be more comfortable using the new knowledge and skills and increases the length of retention time of the new knowledge, skill etc

7. D. Knowledge of results (Feedback) Helps them to know their achievement and to try to rectify errors or defects, if any E. Reinforcement Learning and training is concerned with acquisition of KSA and resultant modification of behavior. For acquisition of KSA and sustainability of the modified behaviors reward (reinforcement) is essential Reward should be distributed cautiously – only eligible persons. Praising is also a reward. Rewarding an inefficient and poor learner may disappoint good ones

8. Punishment is less effective in learning. It tends to fix the undesirable behavior rather than to eliminate it – may also develop dislike towards the giver and training However, mild punishment is quite effective if administered immediately following the incorrect behavior Further reasonable and fair reward must be provided to the desirable behavior

9. E. Goals The goals should be set in advance and should be communicated to the trainees. When the trainees know the goals and objectives o the training programme, learning becomes easy F. Meaningfulness of Learnt There should be relationship between the things learnt and their life. The more the relationship, the more will be the degree of learning. In meaningful training content, employees are more likely to learn when training is more related to their current job experience Explain the concepts and contents etc with suitable examples

10. G. Transfer of Learning The learnt things can be transferred into actual job situation – must be adaptable - provide experiences – examples of actual life situation – can be used or useful Transfer of training refers to on-the-job use of knowledge, skill and behavior learnt in the training programme – the employees adopt or make use of the KSA acquired in the training programme Transfer of training depends upon the transfer climate, manager support, peer support, opportunity to use the learnt capabilities, technology support and self-management skill Transfer climate – the perception of the trainee about the work environment (social support and situational constraints) that can either facilitate or inhibit use of trained skills or behavior