Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Learning theories and program design


Published on

Published in: Business, Technology

Learning theories and program design

  1. 1. Learning Theories & Program Design ByShweta khandelwal Ritu Tiwari Kartik Singla Hemant Patil Bhushan Patil
  2. 2. Learning Theories Reinforcement Theory  This theory emphasis that because of past outcome people are motivated to perform or avoid certain behavior that has resulted from that outcome. Types of reinforcement:  Positive reinforcement  Negative reinforcement  Extinction  punishment Goal Theory  Goal setting theory assumes behavior results from a person’s conscious goals and intentions which leads to better performance then vague, unchallenging and committed goals and high performance.  This theory suggests that learning can be facilitated by providing trainees with specific challenging goals and objectives
  3. 3. Learning Theories Social Learning Theory  This theory recognizes that behavior which is reinforced or rewarded tends to be repeated. This theory emphasis that people learn by observing those people whom they find knowledgeable. FROM WHERE LEARNING NEW SKILLS OR BEHAVIOUR COME FROM ?  Directly experiencing the consequences of using behavior skills OR  The process of observing others and seeing the consequences of their behavior  They also learn from:  Self efficacy – it is a person’s judgment about whether he or she can successfully learn knowledge or skills.
  4. 4. Learning Theories Expectancy Theory Expectancy theory suggests that a person’s behaviour is based on three factors :  Expectancy  Instrumentality  Valance Expectancy theory suggests that learning is most likely to occur when employees believe:  They can learn the content of the program(expectancy)  Learning is linked to outcomes such as better job performance a salary increase ,or peer recognition  Employees value these outcomes
  5. 5. Learning Theories Need Theory  Need theories help explain the value that a person places on certain outcomes.  Need theories suggest that to motivate learning:  Trainers should identify trainees ‘needs and  Communicate how training program content relates to fulfilling these needs Information Processing Theory  These theories give more emphasis to the internal processes that occur when training content is learned and retained  If the evaluation of the response is positive , this provides reinforcement that the behaviour is desirable to be stored in long term memory for use in similar situations.
  6. 6. Adult Learning Theory
  7. 7. Learning Outcomes  Verbal Information  Intellectual Skills  Motor Skills  Attitudes  Cognitive Strategy
  8. 8. Learning Process
  9. 9. Learning Styles
  10. 10. Program Design Selecting & Preparing Training Site  Noise  Color  Room structure  Lightning  Electric outlet  Glare  Seating arrangement
  11. 11. Program Design Components  Design documents:  it can be used to guide the development of training & to explain training to manager.  Templates:  Course plan:  it is more detailed & include specific step involve in course plan  Course overview:  It matches major activities of training program & specific time or time interval