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    Principles of Learning

    Uploaded by

    Hussin, Farah
    The document outlines 5 principles of learning: 1. Participation - Learning is most effective when learners actively participate through experiential activities rather than just receiving information. 2. Repetition - Learners need opportunities to practice and repeat behaviors to fully learn them and retain the learning over time. 3. Relevance - Learning is enhanced when the material is meaningful and problem-centered rather than just content-focused. 4. Transference - For training to be effective, the knowledge and skills learned must transfer and apply to the actual job situation. 5. Feedback - Learners need feedback on their progress to correct mistakes, reinforce learning, and stay motivated in the learning process

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    Principles of Learning

    Uploaded by

    Hussin, Farah
    89 views3 pages
    The document outlines 5 principles of learning: 1. Participation - Learning is most effective when learners actively participate through experiential activities rather than just receiving information. 2. Repetition - Learners need opportunities to practice and repeat behaviors to fully learn them and retain the learning over time. 3. Relevance - Learning is enhanced when the material is meaningful and problem-centered rather than just content-focused. 4. Transference - For training to be effective, the knowledge and skills learned must transfer and apply to the actual job situation. 5. Feedback - Learners need feedback on their progress to correct mistakes, reinforce learning, and stay motivated in the learning process

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    principles of learning

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    The document outlines 5 principles of learning: 1. Participation - Learning is most effective when learners actively participate through experiential activities rather than just receiving information. 2. Repetition - Learners need opportunities to practice and repeat behaviors to fully learn them and retain the learning over time. 3. Relevance - Learning is enhanced when the material is meaningful and problem-centered rather than just content-focused. 4. Transference - For training to be effective, the knowledge and skills learned must transfer and apply to the actual job situation. 5. Feedback - Learners need feedback on their progress to correct mistakes, reinforce learning, and stay motivated in the learning process

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    89 views3 pages

    Principles of Learning

    Uploaded by

    Hussin, Farah
    The document outlines 5 principles of learning: 1. Participation - Learning is most effective when learners actively participate through experiential activities rather than just receiving information. 2. Repetition - Learners need opportunities to practice and repeat behaviors to fully learn them and retain the learning over time. 3. Relevance - Learning is enhanced when the material is meaningful and problem-centered rather than just content-focused. 4. Transference - For training to be effective, the knowledge and skills learned must transfer and apply to the actual job situation. 5. Feedback - Learners need feedback on their progress to correct mistakes, reinforce learning, and stay motivated in the learning process

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 3

    5 Principles of Learning

    Learning principles are guidelines for the ways in which people learn most
    effectively. The more these principles are reflected in training, the more
    effective training is likely to be.

    Research suggests that they apply equally to domestic and international


    situations. These are the basic principles or conditions that facilitate learning.
    Learning is a change in behavior as a result of experience. All living is learning.

    Learning can be defined as a relatively permanent change in behavior


    potentiality that results from reinforced practice or experience.

    5 principles of learning are;

    1. Participation.
    2. Repetition.
    3. Relevance.
    4. Transference.
    5. Feedback.

    1. Participation

    Learning should permit and encourage active participation of the learner.


    Participation improves motivation and apparently engages more senses that
    reinforce the learning process. As a result of participation, people learn more
    quickly and retain that learning longer.

    For example, most people never forget how to ride a bicycle because they
    actively participated in the learning process.

    The learning activities should be experiential rather than just informational.


    Therefore, the trainers should arrange the physical surroundings to facilitate
    small group interaction and promote the sharing of ideas.

    2. Repetition

    An important principle of the learning is to provide the learner with the


    opportunity for practice and repetition. To gain the full benefit of training
    learned behaviors must be overlearned to ensure smooth performance and
    minimum of forgetting at a later date.

    Proficiency in learning and retaining new skills is improved when individuals


    visualize themselves performing the new behavior.

    3. Relevance

    Learning is helped when the material to be learned is meaningful. The learning


    should be problem-centered rather than content centered.

    The product life cycle is broken into four stages: introduction, growth, maturity, and
    decline.

    00:00/00:00

    People are motivated to learn when training is immediately relevant to help


    them solve a current problem. Learning something just because someone
    says “it is important” is not as motivating.

    4. Transference

    Because the training occurs in a special environment, an important question


    to ask is whether learning will transfer to the actual job situation.
    Transfer of training occurs when trainees can apply the knowledge and skills
    learned in training course to their jobs. If the learning in one setting does not
    transfer to the actual job situation, the training has failed.

    Three transfers training situations are possible

    (1) Positive transfer of training when the training activities enhance


    performance in the new situation;

    (2) negative transfer of training, when the training activities inhibit


    performance in a new situation; and

    (3) no observable effect of training.

    5. Feedback

    Feedback gives learners information on their progress. Performance feedback


    is a necessary prerequisite for learning. Feedback improves performance not
    only by helping learners correct their mistakes but also by providing
    reinforcement for learning.

    Knowledge of results is a positive reinforcement itself. Learning activities


    have more intrinsic interest if the feedback is available.

    Nevertheless, performance feedback should do more than inform learners


    whether they were right or wrong.

    Merely informing the trainees that they were wrong is not as effective as
    telling them why they were wrong and how they can avoid making mistakes in
    the future. In general, knowledge of results is an essential feature of learning,
    and this knowledge comes after the learner’s response.

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