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Scientific Management (1940s)
FW Taylor sought to systematize factory coordination. -
Job Instructor Training (JIT)
These programs were the first of the train-the-trainer programs. It was the initial movement to train supervisors to provide training. A systematic approach to training was accompanied by a systematic approach to instructional design by the advent of Abraham Maslow's, Theory of Human Motivation and Kurt Lewin's, Group Dynamics. -
ASTD formed
American Society of Training Directors (ASTD) formed -
Behaviorism
B.F. Skinner's Operant Conditioning added another dimension to instructional design theory by breaking learning goals into tasks and sub-tasks. -
Leadership Training
The emphasis on scientific management and instructional design brought to light the general need for leadership training. -
Individualized Instruction (1950s)
Instruction divided into small steps that were easily verifiable. -
Bloom's Taxonomy
Blooms Taxonomy added another layer of specificity to training development and instructional design with his classification of learning objectives. Bloom identifies cognitive, affective, and psychomotor outcomes as well as behavioral outcomes. (KSAs) -
Training Measurement (1960s)
Donald Kirkpatrick's Levels of Evaluation introduced measurement into training evaluation. He proffered that there were 4 levels of evaluation. -
Development Philosophy
Human Performance Improvement (HPI)) and Human Performance Technology (HPT) became the watchwords in organizational development. HPI and HPT were systematic, performance-based, results-oriented approaches to organizational development. -
Objectives for Programmed Instruction
Robert Majer proposed should be observable and measurable. Majer identified 3 qualifiers to determine the validity of training goals: specific and measurable, conditions of evaluation, and level of performance expected. -
Sociotechnical Systems Perspective (1970s)
Buttressed by the thinking of Jean Piaget on cognitive development, organizations began to explore optimization of people, tools, and organizational environment -
Cognitivism
Robert Gagne and Leslie Briggs introduces cognitive (information) processing for consideration in behavioral theory. -
Constructivism
Jeremy Bruner introduces social construction of knowledge into the learning proposition. -
Andragogy
Malcolm Knowles introduces adult learning theory. -
Sensitivity Training
Awareness of human relations dynamic in organizational development. -
Cost-Benefit Analysis (1980s)
A productivity decrease coupled with an increase in competitive spawned the need for the training function to establish its value. Cost-Benefit analysis was introduced to evaluate the value that training programs were adding to the company. Return on Investment (ROI) became the mathematical formula for determining the value of corporate programs and functions. -
Human Resource Development
As additional training competencies were added to corporate models such as assertiveness, diversity, teamwork, adventure learning, feedback, and others, the role of Human Resource Development (HRD) in organizations expanded. The advent of the microcomputer also added new training initiatives. HRD coalesced into training and development, organizational development, and career development for maximum capacity development within the organization. -
E-Learning/Online Learning (1990s)
The proliferation of computers and distance learning models changed the corporate learning landscape. Peter Senge's The Fifth Discipline introduced the idea of the learning organization and learning societies as knowledge entities. -
Workbench Learning Professional (WLP) (2000s to Present)
Workplace Learning became the mode of operating. Many organizations were creating full-fledged learning programs to provide their employees with the maximum opportunities for growth and human development. Other learning interventions were added to the repetoire of workplace learning such as Just-in-time learning, mobile (m-learning) learning, skills gap identification, certification, and web 2.0 learning.
