1. Running Head: UNDERSTANDING YOUR LEARNERS’ NEEDS 1
The Importance of Understanding Your Learners’ Needs
Connie Butts
PSY 331: The Psychology of Learning
Instructor: Peggy Olsen
January 11, 2016
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2. Running Head: UNDERSTANDING YOUR LEARNERS’ NEEDS 2
The Importance of Understanding Your Learners’ Needs
Hundreds of billions of dollars are spent yearly in the United States on training and
development of employees. According to the 2013 ASTD State of the Industry Report, $164.2
billion dollars was spent on training and development by U.S. companies in 2012 based on a
survey of 475 organizations representing a sample of industries, sizes and locations. (ATD Staff,
2013) According to the same report, an average of $1,195 was spent per employee and $100.2
billion of those dollars were spent on internal expenses for training employees alone. These
numbers demonstrate there is great need to train long term employees, and that is the intention
when they are hired, but many times they are not. This fact dictates that the training of those
employees be evaluated to see where changes can be made to ensure that more employees stay
with the companies who hire them. The most common reason why employees leave jobs is
because they are not satisfied with their relationship with their boss, according to a survey taken
by Randstad HR Services. (Lucas, 2013) One reason that may be the cause is the difference in
communication skills, and communication skills are directly related to the unique personality and
learning skills each possess. Understanding the process of learning and training according to the
needs of the employee would increase the likelihood of a better employer/employee relationship,
thus resulting in long-term employment. Based upon this need, a training module for managers
that help them identify employee learning needs along with training strategies to meet those
needs has been designed to increase employee satisfaction, increase productivity and promote an
atmosphere of teamwork in the workplace.
Content of Training
The employee training module designed is based upon principles found in three different
learning theories in order to address the varied ways in which people learn and retain

3. Running Head: UNDERSTANDING YOUR LEARNERS’ NEEDS 3
information. The learning theories represented in this training module are Behaviorism,
Constructivism, and Humanism. Each theory will be explained as well as its usefulness in
educating employees in a way that will lead to long-term success for the company as well as
satisfied employees.
Behaviorism, or the Behaviorist learning theory was founded by John B. Watson and is
based on the belief that behaviors can be measured, trained, or changed by manipulating the
environment of the learner. (Lieberman, 2012) According to this theory unwanted behaviors can
be changed and desired behaviors can be encouraged by changing the environment or learning
conditions of those observed. This approach believes that human behavior and intellectual
positions can be determined by behavioral analysis. (Moore, 2013) The underlying basis for
behaviorism is that all human behaviors are learned, that humans learn for the purpose of
maximizing pleasure and avoiding pain, that they are born with basic instinctual responses, and
that they learn by observation, through association, and through consequences. (Lieberman,
2012)
Principles that are used in the module based on Behaviorism that are useful to train
employees are the fact they learn through association, by observation, and through consequences.
(Lieberman, 2012) Learning through association is a basic concept that all average people
possess. You can present information in written or verbal form and follow up by charts and
graphs that cover the same information and they will make the association and retain it. This is a
form of repetition that would be beneficial to both visual and auditory learners. A visual learner
is a person who best by seeing or by observation and an auditory learner learns best when
hearing information. Another form of repetition that is useful based on behaviorism is feedback.
Feedback in the form of question and answer sessions serve to reinforce information and allows

4. Running Head: UNDERSTANDING YOUR LEARNERS’ NEEDS 4
the learner to have an active role in the learning process and allows them to feel part of the
group. And again, all people learn through negative consequences whether it be a verbal warning
or a more severe consequence such as termination.
The next learning theory the training module is based upon is Constructivism. The
Philosophy of Constructivism is based on the understanding that people construct an
understanding of the world by reflecting on personal experiences and that learning is the process
of making adjustments of our perceptions of the world in order to accommodate new experiences
based on how we reflect upon those experiences. In the line of Constructivism a person takes in
knowledge on varying levels based on their way of making meaning of the information they take
in and construct interpretations in their mind based on interactions with others and that one needs
previous knowledge upon which to build in order to learn complex concepts. (Applefield, Huber,
& Moallem, n.d.) The taking in of information, building upon previous knowledge and adjusting
ones perceptions is termed scaffolding. (Winstone, & Millward, 2012)
Scaffolding is a process of providing structured guidance while the learner takes a
proactive role in learning and reaches a better understanding of a subject while increasing in
competence. (Winstone, & Millward, 2012) This type of learning creates more meaning for the
student, encourages them to think for themselves, motivates them and provides them with
problem-solving skills that prove beneficial in the future. (Applefield, Huber, & Moallem, n.d.)
Constructivist John Dewey applied this theory to education and demonstrated how it helps
students derive meaning from the information learned by using them in a real-world context.
(Hohr, 2013) Using the scaffolding method in the learning module allows the trainer to evaluate
an employee’s current skills and develop a plan that will build upon current skills and achieve

5. Running Head: UNDERSTANDING YOUR LEARNERS’ NEEDS 5
the desired level of skill needed to work independently and work with others to solve problems
as they arise.
The next learning theory which this learning module is based upon is Humanism.
Humanism stresses the need to consider the uniqueness of an individual as a whole. When this is
properly achieved in a teaching/learning context, it allows for the personal freedom, dignity, and
potential of the student to be respected while encouraging the student to develop more complex
thinking ability and problem solving skills without being overly critical during the training
process. This approach fosters self-respect, respect for others and an atmosphere of cooperation
and teamwork in the workplace. (Maheshwari, 2011)
Using Humanism in the training module requires the trainer to be a motivator and encourager
during the training process. This can be done in various ways that allow the learner room to grow
while building confidence in their work skills. In the next section specific ways these theories
can be used in order to train competent, and confident employees who can effectively perform
job duties independently as well as in a group.
Strategies Used
From the Behaviorist Theory the strategies suggested for use are: (Lieberman, 2012)
Repetition
Through visual aids such as charts and graphs
The use of the employee handbook which outlines job duties and expectations
Reinforcement through positive feedback and encouraging question and answer sessions
Workshops and mentoring sessions

6. Running Head: UNDERSTANDING YOUR LEARNERS’ NEEDS 6
Positive commendation when a skill is successfully mastered
From the Constructivist Theory the strategies suggested for use are: (Applefield, Huber,
& Moallem, n.d.)
Evaluate new employees’ current skill set
Develop a plan that allows building upon current skills in order to achieve desired skills
Encourage the development of problem-solving skills through education, workshops, mentoring,
and on-the-job training (Winstone, & Millward, 2012)
From the Humanist approach the suggested strategies are:
Positive feedback (Maheshwari, 2011)
Commendation for a job well-done
Conclusion
We considered in this presentation of a training module for managers the need of a
different style of training based on the waste of billions of dollars yearly training employees who
leave their jobs. We also determined the most common reason why employees are unsatisfied
and quit jobs after being trained. We identified that a probable cause for employer/employee
problems is the difference in communication skills and how these skills are directly tied to
personality and learning styles. These difficulties demonstrate the need for a training module that
could bridge the gap and lead to better experiences for employees, causing them to remain on the
job.
The presented training module is based on the learning theories of Behaviorism,
Constructivism, and Humanism. Each theory was explained and the facets of each theory that are

7. Running Head: UNDERSTANDING YOUR LEARNERS’ NEEDS 7
applicable to the module were enumerated along with reasons why they were needed. From
Behaviorism the application of repetition and reinforcement were determined to be essential.
From the theory of Constructivism the application of scaffolding and problem-solving were
determined to be essential for successful training of employees. From the theory of Humanism it
was determined that motivation is necessary in order to successfully train employees that can
work independently and in a group.
Combining and applying these strategies of learning in this training module will result in
highly trained employees who are effective in carrying out their job duties both independently
and in a group setting. Competent employees are confident in their abilities and work in a group
setting well when problems arise to effectively solve them. These employees are well-equipped
to carry the company into the future and will build a thriving empire. It is clear that this type of
training module will aid managers define the learning needs of employees and have sufficient
strategies to meet those needs, resulting in increased productivity, employee satisfaction and an
atmosphere of cooperation and teamwork in the workplace.

8. Running Head: UNDERSTANDING YOUR LEARNERS’ NEEDS 8
Reference
Applefield, J. M., Huber, R., & Moallem, M. (n.d.). Constructivism in theory and practice:
Toward a better understanding. Retrieved from
http://people.uncw.edu/huberr/constructivism.pdf
ATD STAFF (2013). $164.2 Billion Spent on Training and Development by U.S. Companies.
ASTD’s 2013 State of the Industry Report (2013 December 12). Retrieved from
https://www.td.org/Publications/Blogs/ATD-Blog/2013/12/ASTD-Releases-2013-State-
of-the-Industry-Report
Hohr, H. (2013). The concept of experience by John Dewey revisited: Conceiving, feeling and
"enliving". Studies in Philosophy and Education, 32(1), 25-38.
doi:http://dx.doi.org/10.1007/s11217-012-9330-7
Lieberman, D. A. (2012). Psychology of Learning San Diego, CA: Bridgepoint Education.
Lucas, Suzanne (2013) The Top reason People Leave Their Job. Money Watch (2013 October
18) retrieved from: http://www.cbsnews.com/news/the-top-reason-people-leave-their-
jobs/
Moore, J. (2013). THREE VIEWS OF BEHAVIORISM. The Psychological Record, 63(3), 681-
691. Retrieved from http://search.proquest.com/docview/1442999258?accountid=32521

9. Running Head: UNDERSTANDING YOUR LEARNERS’ NEEDS 9
Maheshwari, V. K. (2011). Humanism in education . Retrieved from
http://www.vkmaheshwari.com/WP/?p=145.
Winstone, N., & Millward, L. (2012). The value of peers and support from scaffolding: Applying
constructivist principles to the teaching of psychology. Psychology Teaching Review,
18(2), 59-67. Retrieved from the EBSCOhost database.
Power Point Presentation: https://bn1-
broadcast.officeapps.live.com/m/Broadcast.aspx?Fi=0a3c6569acb590a5%5Fc5fa9a0b%2
D1ab7%2D42aa%2D9cd9%2D0b6e6c4be645%2Epptx