Training and Personal Development

Abstract

This chapter summarizes recent evidence of the strategic importance and effectiveness of training, and identifies both established and emerging best practices in training. It reviews eight separate meta-analyses. These support the contention that well-designed training works. In terms of established best practices, the classic instructional systems design (ISD) model still drives needs assessment and training evaluation, although new models emphasize the role of strategic decision-making, promoting transfer, and consideration of special populations. The chapter notes that best practices in maximizing learning outcomes include the promotion of active learning through training techniques that encourage errors, prompting self-regulation, and technology-delivered instruction. It discusses several specific training design features, and how they can be used to improve training outcomes. The ultimate goal of most training programs is not just to improve trainee knowledge and skills, but to improve job performance.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 14 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.