Likh din solve this case study and answer in following:

1) Brief Introduction

2) Highlighted Problems

3) Proposed Solutions

4) Findings

5) Conclusion...

ORETURN TO OPENING CASE Since 1997, the American Society for Train the previous year was 76 percent. For organ ing and Development (ASTD) has conducted irations identified as Training Investment Benchmarking Service on employes leaders, this average rose to 96 percent. At provided training. In the 2000 ASTD State WPSC, the figure was 100 percent. The aver of the Industry Report the Wisconsin Public age number of hours spent in training per Service Corporation (WPSC) was honored employee was really fifty-four hours, which with placement in the top ten Training in is over 80 percent higher than the average vestment Leaders" among medium-sized or- for all organisations surveyed. Your instruc- ganizations (500 to 4,999 employees). For tor has other information about this all organizations in the survey, the average organization and the questions raised in the number of employees receiving training in Opening Case BOUNCEM. V BM, WWW.TEcomment. Taning & Deco 100 Pant Foundations of Human Resource Development SUMMARY Understanding the learning process and how learning can be maximized are critical issues in designing and implementing HRD programs. Learning is a relatively per- manent change in behavior or cognitions that occurs as a result of one's interaction with an environment. Traditional research on the learning process identifies three principles of learning: contiguity, the law of effect, and practice. Although these principles enhance our understanding of the learning process, they are not sufficient for designing program that maximize learning. Trainee characteristics play a significant role in the learning process. Three trainee characteristics that affect the extent to which trainees learn are trainability, personality, and attitudes. Trainability is a combination of motivation, ability, and the work environment. The higher the level of trainability, the more likely it is that trainees will learn. Several personality traits, such as locus of control and the train ce's atitudes, have also been shown to affat learning, Knowledge of training design issues--in particular, the conditions of practice- should also be used to maximize learning. These conditions include active practice, massed versus spaced practice sessions, whole versus part learning, overlearning, knowledge of results, and task sequencing. In general, trainee learning is improved by overlearning, feedback, and practice sessions spaced over time, with sufficient rest periods between them. The information or skills an employee learns are of little value to the organiza- tion if the employee does not retain or use them back on the job. Retention of what is learned is influenced by such factors as the meaningfulness of material, the degree of original learning, and interference. Factors that affect learning transfer to the work situation include identical elements, general principles, stimulus variability, and support in the work environment. Obviopaly, not all trainees are alike. Individual differences among trainees affect the learning process. First of all, different people learn at different rates, a fact that should be considered in designing training programs. Second, people with different characteris Des (such as intelligmee levels or various learning styles) may leam best using different training approaches. And third, contrary to many stereotypes, older adults can learn as well as younger adults, but they do learn differently. Finally, recent research in instruc tional psychology demonstrates considerable promise for HRD. Research on the ACTACT-R approach, self-regulation, expert performance, and Gagne's theory of in struction supgest creative ways to design training approaches that maximize learning As we said at the start of this chapter, learning is a vital aspect of all HRD efforts. Technological developments are transforming the manner in which training and other HRD interventions are conducted. While a positive aspect of this is that it can shift more of the control of learning onto the learner, design issues gres affect the amount of learning that can and does occur via technology-enal 37 (and technology enhanced) programi. Technology issues will be addressed in m detail in future chapter. of your or false