Dimensions Of Training

5. Distribution of Learning Periods: The instructor must remember that learning takes time. And teaching in segments, over a time span, rather than all at once may be desirable. An employee must learn, reinforce, and review. Every employee may be bombarded with facts from other employees, the supervisor, the family, television and friends - so much so that there is a natural ‘forgetting factor’ to everything he hears. Therefore, many short sessions spread over a long period, with opportunity to review, are sometimes better than two long sessions held over a short period. Learning a policy, remembering it, and establishing it as a part of an everyday function may take some time. Too many supervisors expect their workers to adopt the ‘company

The programme must be conducted by senior and experienced officers of the concern. In large scale enterprises, training is conducted by the training director who is in-charge of the training section under personnel department. Such training director is well trained and experienced in the art of training.

8. It should be designed in such a fashion as to incorporate the recent trends in the industrial field. Psychological researches can guide conduct of a programme. The main purpose of a training programme should be to enable employees to undertake work as soon as one completes the training.

9. Training programme should be designed taking in view the interests of both employer and the employees. Their interests should not be harmed.

10. It is not essential to follow single method of training for all employees. The purpose of training is to develop the human resources and not the methods, therefore, more than one method may be followed side by side for different groups.

11. The main purpose of the training programme should be to motivate the employees to learn to improve job performance and, therefore, a reward will also be expected at conclusion of the learning process such as promotion or a better job.

Transfer of

The theory of Identical Elements suggests that transfer of training occurs when what is being learned in training is identical to what will be performed on the job and the training context is similar to work environment, e.g., flight simulators. This approach has also been used to develop instruments that measure the degree of similarity among jobs. Fidelity refers to the extent to which the training environment is similar to the work environment. Near transfer refers to the trainees’ ability to apply learned knowledge, skills and behaviours exactly to the work situation. But, this theory does not deliver optimal results if learning environment and work environment are