The document discusses the importance of considering different learning styles when designing training programs for employees in a corporate environment. It emphasizes that recognizing these styles can reduce training time and costs, enhance employee engagement, and provide a clearer understanding of team strengths and weaknesses. Various learning styles are outlined, including activists, theorists, pragmatists, and reflectors, each with specific characteristics and preferred training methods.

1. Learning styles and its
application in
designing training
programs
Geethika Nair 14
Harsheen Kaur 15
Janhvi Pant 16
Saasha Jethwani 17

2. ● To train employees effectively, it is important that their different learning styles are taken
into account.
● Each person learns differently and this becomes important in a fast paced corporate
environment where time wasted on ineffective training costs money and slows production.
● When employees are trying to learn a new task mismatches in learning styles and methods
can be discouraging and lead to misattributing the lack of learning to the wrong causes.
● This can be avoided by modelling the training programs as per the employees from the get-
go.
WHY TRAINING NEEDS TO BE BASED ON LEARNING
STYLES

3. The advantages of adapting training materials to a team’s various learning styles yields many
benefits for the organization as well:
● Reducing the learning time and thus cost for the company
● Getting a realistic appraisal of the strengths and weaknesses of each member of the team
and the organization
● Increasing employee engagement and enthusiasm by tailoring the program to be most
advantageous for them.
HOW IT BENEFITS THE ORGANIZATION

4. Learning Styles and Examples
Activists:
● Activists are those individuals who learn by doing.
● They have a receptive way to deal with learning.
● Open-minded, like to brainstorm.
● Open to discussions and problem-solving sessions.
● No inclination in new encounters.
Theorists:
● These learners comprehend the hypothesis behind the activities.
● They require models, ideas and truths with a specific end goal to participate in the learning
procedure.
● Like to break down and integrate, draw new data into a methodical and consistent ‘hypothesis’.
● Love reading stories and quotes, and appreciate as much background information as they can
get.

5. Pragmatists:
● Have the capacity to perceive how to put the learning into practice in their present reality.
● Conceptual ideas and recreations are of constrained utility unless they can see an approach to
put the concepts practically in their lives.
● Experimenting with new ideas, speculations and methods
● Don’t like abstract concepts or games.
Reflectors:
● These individuals learn by watching and contemplating what happened.
● They may abstain from jumping in and prefer to watch from the sidelines.
● They want to remain back and see encounters from various alternate points of view
● Gather information and use the opportunity to work towards a suitable conclusion.
https://youtu.be/5Cf-1zx58CU

8. Physiological- Mobility, Intake,
Time
Environmental- Sound, Light,
Seating, Temperature
Sociological- Independance,
Authority
Psychological- Analytical,
Impulse, Reflection
Emotional- Motivation,
Structure, Persistence

9. Application in designing training programs
ACTIVIST-
● brainstorming
● problem solving
● group discussion
● puzzles
● competition
● role-play
THEORIST-
● models
● statistics
● stories
● quotes
● background
information
● applying theories
PRAGMATIC-
● time to think about
how to apply
learning in reality
● case studies
● problem solving
● discussion
REFLECTOR-
● paired discussions
● self analysis
questionnaires
● personality
questionnaires
● time out
● observing activities
● feedback from others
● coaching
● interviews