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Show-tell-do-check (1910s-1940s)
Charles R. Allen adapted the five-step framework for pedagogy by Johann Friedrich Herbart into the Show-tell-do-check method. To make sure there was learning, he prepared the learners, presented the courses, and associated courses with other ideas that were studied, used examples, and used testing (Biech, 2008). -
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Evolution of training
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Scientific Management (1911-1940s)
Frederick Winslow Taylor came up with a method that would shorten the time it took to complete a task. He did this by studying workers and getting rid of nonproductive time (Biech, 2008). -
Job instructor program
Created to help train supervisors on how to teach their skills to others. This allowed for train-the-trainer programs to emerge into J programs and grow into human relations, safety, job methods, and developing of programs (Biech, 2008). -
B.F. Skinner; behaviorism
B.F. Skinner: known behavioral psychologist, influenced behaviorism.
Behaviorism: An idea of analyzing jobs formed the base of the new kind of training, individualized instruction. Individualized instruction is where a teacher is replaced with a systematic of programmed materials (Biech, 2008). -
Bloom’s taxonomy
Benjamin Bloom created a classification of learning objects. These learning objects define cognitive, psychomotor, and affective outcomes. Cognitive refers to the intellectual development of skills. Psychomotor refers to coordination, physical skills, and motor skills. Affective refers to the attitudes and emotions that people have (Biech, 2008). -
John Piaget’s cognitive development
This is a four stage model, “the sensorimotor stage (birth to two years), the preoperational stage (age two to seven), the concrete operational stage (ages seven to 11), and the formal operational stage (11 and up).” (Biech, 2008, p., 21). Piaget’s theories initiated the development of constructivism.
aLearning Industry. (2011-2016). Mobile Learning. Retrieved from
https://www.youtube.com/watch?v=QX6JxLwMJeQ -
OD
Organization development (OD) is a values-based method to the changes in a company and community. It is for building the ability to achieve and keep the new wanted situation that will benefit the company or community. The OD has roots in behavioral sciences (Biech, 2008). -
HPI/HPT
Human performance improvement (HPI) or human performance technology (HPT) is a wider focused. This method is a methodical, systemic, result-based method. It is to help a company meet their goals through their employees (Biech, 2008). -
Mager’s model for training objectives
This is a model that shows objectives to have three components, behavior, condition, and standard. To get the desired level of performance, the objective needs to describe the specific behavior, observe the behavior that should have been learned, and indicate when the behavior should be done. This model was used for program instruction (Biech, 2008). -
Sociotechnical-systems theory
This theory shows that the interactions of two factors, social and technical, play a role in supporting or hindering the functioning of a company (Biech, 2008). -
Case method
This method involves using case study to understand topics. Trainers also used the expectancy theory to help predict behavior and teach management by objectives (Biech, 2008). -
Constructivism
Rooted in Piaget’s theories, constructivism believes that learning is the progression of constructing new knowledge (Biech, 2008). -
Sensitive training/ laboratory method
Training that deals with human relations and is designed to help raise attention about self-awareness and understanding of others within a group (Biech, 2008). -
Assertiveness training
Cost benefit analysis and return-on-investments became very popular and companies were looking at their training budgets very closely. Women were coming into the workforce, which made assertiveness training popular.
Also Career and organization development was added to the list of need in training.
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Technology
Electronic devices are beginning to come into the workforce as tool to use. Devices such as laptop computers were being used, which began the change in learning (Biech, 2008). -
E-learning, Computer-based training, and online learning
This became more popular, which made learning in a classroom less appealing. Learners now could learn at their own pace. Learners could get feedback and make mistakes without embarrassment. This method of training allowed for learner to Passover things they already knew and focus on what they needed to learn. -
Learning organizations
Peter Senge published this method of learning organizations. It means that an organization commits to certain disciplines that permits it to develop the learning abilities for their future. Fundamental the learning organization is made up of systems of thinking, mental models, individual mastery, and a shared vision and interchange. -
Just-in-time learning
Method of learning that is designed to encourage the class time to do more active learning. This method relies on feedback. Students learn from materials before class, which allows the instructor to adapt and create a more interactive learning environment (Vanderbilt University, 2016). -
M-learning
Also so known as mobile learning. This is a new kind of e-learning, which allows the learner to learn on the go. This method also allows the learner to quickly learn about trends (aLearning Industry, 2011-2016).
