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The American Society of Training Directors (ASTD) formed
In 1964 ASTD was later named The American Society for Training and Development (Estep, 2008) and is now named Association for Talent Development (ATD). -
Science and Human Behavior by B. F. Skinner
Behaviorism and the concept of job analysis formed the basis for individualized instruction, which would address the business need for less expensive and more efficient training. -
Benjamin Bloom's Taxonomy of learning outcomes
This was introduced as Bloom's Taxonomy which is a classification of three domains of learning: cognitive (thinking), affective (emotion/feeling), and psychomotor (physical/kinesthetic) (Wilson, 2019). -
Donald Kirkpatrick’s four levels of evaluation
Kurt (2016) explains these levels as follows:
Level 1 Reaction: measures how participants react to the training Level 2 Learning: analyzes if they truly understood the training
Level 3 Behavior: looks at if they are utilizing what they learned at work
Level 4 Results: determines if the material had a positive impact on the business / organization -
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Organizational Deveopment (OD), HIP/HPT and Mager's Theory
OD is the approach to changes within an organization with the desired outcome of maximizing benefits. This approach takes into consideration behavioral sciences and using theories about organization change, systems, teams, and individuals based on the work of Kurt Lewin and others. HPI/HPT is a results-based approach on helping organizations through the help of people. Robert Mager theorized that training objectives should have three components: behavior, condition, and standard (Estep, 2008). -
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Socio-technical Systems Theory, Knowle's Adult Learning Theory and Constructivism
Estep (2008) provides an overview of these theories as follows:
Socio-technical Systems Theory: postulates that the interaction of both social and technical factors impacts the functioning of an organization
Knowle's Adult Learning Theory: Malcom Knowles coins the term "andragogy" and lists five key factors for adult learning
Contructivism: A theory that indicates learning is a process of constructing new knowledge -
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Organizations Cut Back, New Training Topics and HRD
Estep (2008) explains how productivity in the US decreased while global competition became more fierce. Companies begin to downsize and ROI (Return on Investments) is scrutinized. Also, as more women entered the training field, new topics for training came about such as assertiveness training, teamwork empowerment and diversity became available. The HRD (Human Resource Development) is designated as the integration of organizational development and career development. -
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New Technology - New Training
A drastic increase in technology (specifically personal computers) results in eLearning becoming a viable option to get training. Initially, eLearning was based on the behaviorist model for programmed instruction used in the 1950s. Within HRD the concept of the learning enterprise was introduced; performance support and learning organizations were popular topics. Also, training became more popular in the public sector (Estep, 2008). -
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Just-in-Time Training and Social Learning
Training is expanded to include just-in-time training (relevant training that is done at the time it is needed) and talent management (ex: leadership development, career planning, professional development, etc.). More recently, social learning (based on Albert Bandura's Social Learning Theory) has become a common method of learning. Social learning consists of people learning from one another through observation.
