2. What is learning?
Learning signifies any relatively
permanent change in skill, attitude and
behavior as a result of study, practice or
experience.
3. There are several types of learning
situations, each with its own ways of
producing learning.
4. Psychologists have identified three kinds of
learning
1. Ivan Pavlov : Classical Conditioning
Emotional Response to Stimuli
DOG BELL FOOD
Stimulus can be doctored to achieve
desired response.
5. 2. BF Skinner : Operant Conditioning
Stimulus Response Reinforcement
A reinforcer is any stimulus or a situation that
strengthens the response that precedes it.
Rat Pellet Search
6. 3. Kurt Lewin –Field Theory (cognitive
learning)
Every person has a “field” that is
accepted and any learning that is
associated with that field is easily
imbibed.
So information is processed as a
result of experience a person has
had.
7. Factors effecting transfer of learning
The method chosen must be such that
training is imparted and imbibed with
ease. It must fulfill three Cs.
8. The Three Cs
1. Right Content: Usefulness
Relevance
Goal Directed
2. Right Context : Relatedness
Logical
Task centered
3. Right Communication: Clear
Understandable
Translatable
9. It is reasonably safe to say that once the
CONTEXT, CONCEPTS AND
COMMUNITATION are taken care of ,
transfer of learning automatically
follow.
10. Principles of learning
Motivation
Involvement
Individualized Approach
Sequence and Structuring
Feedback
Transfer of learning
11. Transfer of learning: Helps and Hinderances
The transfer of learning can be helped or
hindered by the following aspects which can be
visualized as four coins with each having a
positive and negative face to it.
12. Personality
development
Open mindedness
for each reception
Over confidence
becomes a
mental block
Perception of
Training
Belief in training
as a means to
improvement of
trainee
Belief in
Trainees’
natural gift will
hinder transfer
of training.
Organizational
climate.
Open and learning
culture for
promoting
innovation with
long run
perspective.
Bureaucratic
and rule bound
culture that has
short term
vision only.
Imbibing skills
for improved
results.
Good inter-
personal relations
and willingness to
take risk.
Low analytical
skills and a
resistance to
change.
13. Proactive HRD intervention holds the
key to create conditions and make
transfer of learning possible and
ongoing.
15. Learning is a life long activity.
Three impediments to learning among adults
are:
1. Ego
2. Insecurity
3. Laziness
All of which combine to resist change.
16. Pedagogy
Greek word Peda means “child”. Trainer
makes all assumptions on what, when, how
and why anything should be learnt. Trainees
were viewed as dependent personalities that
had little experience but were ready to to
learn.
17. Androgogy
Greek word “Ander” means “man” as in adult.
Unlike children adult learnt best when they
determine what, when, how and why anything should
be learnt. Forces in the large environment (customs
and attitudes) influenced adult learning.
18. Pedagogy Androgogy
Trainer acts as a
teacher
Trainer acts as a
facilitator
Trainee is
inexperienced and
eager to learn.
Trainee is mature
and knows what he
wants to learn.
Trainer capitalizes on
knowledge and
experience to teach.
Trainer uses
participants
knowledge and
experience to
transfer learning.
Training is oriented
towards delivery of
skill and knowledge.
Training is oriented
towards allowing
participants to
“discover”.
19. Training is mainly
theoretical.
Training is mainly
experiential.
Participant
receives and stores
knowledge for
future recall.
Participant
receives skills and
learns how to
solve problems.
Knowledge is
power.
Power is how you
use knowledge.
Theory based. Application based.
