HRD theory

Emphasizes that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors

Emphasizes that people learn by observing other persons (models) whom they believe are credible and knowledgeable.

Assumes that behavior results from a person’s conscious goals and intentions.

Refers to the goals held by a trainee in a learning situation.

Help explain the value that a person places on certain outcomes. It's a deficiency that a person is experiencing at any point in time. A need motivates a person to behave in a manner that satisfies the deficiency. It suggest that to motivate learning, trainers should identify trainees’ needs and communicate how training program content relates to fulfilling these needs.

Expectancy theory suggests that a person’s behavior is based on three factors: expectancy, instrumentality, and valence.

Malcolm Knowles is most frequently associated with adult learning theory. Knowles’s model is based on several assumptions

This theory gives more emphasis to the internal processes that occur when training content is learned and retained.

more likely to occur when the trainee works on tasks during training (e.g., knowledge, equipment, or processes) that are very similar, if not identical, to the work environment (near transfer).

proposes that transfer of training occurs when what is being learned in the training session is identical to what the trainee has to perform on the job