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Human Resource

The systems approach to training (SAT) is also known as instructional systems design (ISD). It consists of five phases: 1) analysis of the program and goals for correcting its problems, 2) design of the method by which to achieve those goals, 3) development of the model, 4) implementation of the training process, and 5) evaluation of the training and its results (Clark, 2006, “The Training System”). The most important part of this process is evaluation.

It should be performed after every stage of the process, in order to give the trainer or course developer an idea of the how effective the training has been and what efforts need to be made in order to progress from the point that has been reached. The feedback provided by evaluation also gives the trainer/course developer an idea of whether a given stage must be repeated or revised in order to be more effective, either for this training event or for future events (Clark, 2006, “The ISD Model”).

Discuss the principles of learning and what role they play in training employees. What information does the trainer need to know about the learners before training begins? Why? There are six principles, or laws, of learning: readiness, exercise,

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effect, primacy, recency, and intensity. It is necessary for an employee to be prepared to learn a new way to do his or her job, otherwise, the employee will not be responsive to the training being offered.

Exercise of the principles being taught is needed because repetition will establish the principles being taught in the learner’s memory. The nature of the law of effect means that the learning experience should be pleasant or satisfying, in order for the student to desire material retention. As with meetings between human beings, first impressions are strongest and last the longest. For that reason, primary lessons must introduce material correctly. In addition, intense and engaging lessons are more beneficial to the students retaining information.

Mentally stimulated students who interact with the teacher and the material will retain the information given for longer periods. Finally, people have a tendency to retain recently given information (San Diego City College, 2008, “Laws of Learning”). The trainer or teacher must keep in mind that adhering to these principles while teaching someone to do a job in a new way faces challenges that other teachers/trainers might not. An employee might have worked at a job for several years before undergoing training.

For that reason, he or she might not engage well with the material from boredom or disinterest. In addition, the employee may resist new teachings in favor of the first methods learned when beginning his or her work in that position.


Clark, D. (2006). Introduction to instructional system design. Retrieved 21 May 2006 from http://www. nwlink. com/~donclark/hrd/sat1. html#why San Diego City College. 2008. Laws of learning. Military Education Department. Retrieved 21 May 2008 from http://www. mysdcc. sdccd. edu/SixLawsofLearnin

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