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JIT
During World War II the need for a method of fast and efficient training arose as enlisted men were deployed and women had to enter the workforce. JIT, Job Instruction Training, was developed to train supervisors in defense plants in the skills of instructing their workers as fast and as systematically as possible (Sleight,1993).
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Instructional Design
"In concert with systematic training came a systematic approach to instructional design. During World War II, the military applied a systems approach to learning design, which became the forerunner for today’s instructional systems design (ISD)" (Estep, 2008. p.16).
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Human Relations Training
Post World War II, the successes of the systematic training became evident in the robust economy that followed. One drawback, however, was the depleted morale of employees as a result of the systematization of their work. Subsequently, human relations training grew increasingly popular, and supervisors were often trained in psychology (Estep, 2008 p. 16).
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Individualized Instruction
After 1953 when B.F. Skinner’s book Science and Human Behavior was published, individualized instruction was born. It had roots in Skinner's behaviorism theory. Individualized instruction further increased efficiency and reduced cost by essentially eliminating the need for a teacher to guide every step of the process (Estep, 2008).
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Early Computer-Based Training
Individualized instruction became automated in the 1960s and also formed the foundation for early computer-based training. The advantages were the same as they are today: enabling learners to learn at their own pace and reducing training time and error rates when back on the job (Estep, 2008).
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Social Sensitivity
The workforce is made up of distinct generations with different values, attitudes and ways of learning (Austin, 2008). Efforts are made to bridge the generation gaps, to be more sesnsitive to the needs and rights of varied groups, and to accomodate different learning styles in the workplace. The case method gains traction as a popular training tool (Estep, 2008 p 23).
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Economic Retardation and Budgeting
Cost-benefit analysis and the concept of return-on-investment became increasingly hot topics in training after productivity in the United States slowed and budgets had to be enforced (Estep, 2008 p 25).
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Women, Women, Women & PC's
More women than ever before entered the field of T&D. Assertiveness, behavior modeling, teamwork, empowerment, diversity, adventure learning, feedback, corporate culture, and trainers’ competencies were the buzzwords of that time. In addition, PC-compatible laptop computers also become available, which changes much of how learning is designed, delivered, and managed within organizations (Estep, 2008).
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Too Legit to Quit
Technology surged in the 90s it was said that classroom learning was history as the arrival of the internet and multimedia added new dimensions to e-learning. "Performance support, reorganization, global organizations, ‘visioning,’ balancing work and family, and learning organizations were popular training topics. This was the time for training to gain legitimacy in the public sector as well" (Estep, 2008 p. 28).
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Catch Me If You Can
Measurement is a strong theme in the field of training and development in the 2000s. Best practices in adult training are informed by emphasizing making learning relevant,using learners’ experience as a platform for learning, and giving learners some say in how or what they learn (Estep, 2008). This era is characterized by Web 2.0, computerized mobile phones, MP3 players, tablets, and social media craze.
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