Theories Supporting Effective Training
Theories Supporting Effective Training
To investigate the Training and
Development (T&D) issue at ABC Bank PLC more deeply, provides several
frameworks: Behaviorist Learning Theory, Cognitive Learning Theory, Social
Learning Theory, Adult Learning Theory (Andragogy), Training Needs Analysis
(TNA), Kirkpatrick’s Evaluation Model, and ROI analysis. Among many HRM
learning models, Adult Learning Theory (ALT), proposed by Malcolm Knowles,
provides a particularly useful framework to understand how ABC Bank can address
this HRM issue. It emphasizes that adults learn best when training is
self-directed, experience-based, and immediately relevant to their work.
Advantages of Training and
Development for Banks
- Enhances employee skills and service quality.
- Improves adaptability to technological and regulatory
changes.
- Strengthens customer satisfaction and brand image.
- Reduces operational errors and compliance risks.
- Wastage of HR resources and training budgets.
- Low employee motivation due to repetitive or irrelevant
sessions.
- Missed learning transfer from training to workplace
behaviors.
- Inconsistent performance across branch networks.
Disadvantages of Ineffective Training
- Wastage of HR resources and training budgets.
- Low employee motivation due to repetitive or irrelevant
sessions.
- Missed learning transfer from training to workplace behavior.
- Inconsistent performance across branch networks.
Additional Discussion Topics
- The role of digital learning and e-academies in
nationwide banking networks.
- Linking training evaluation to employee and
branch-level performance.
- Building a learning culture within ABC Bank to
support continuous professional development.
knolyx, 2024. https://knolyx.com. [Online]
Available at: https://knolyx.com/corporate-lms/learning-theories-you-can-use-when-training-your-employees/
[Accessed 28 11 2025].
Patnaik, D., 2025. https://disprz.ai.
[Online]
Available at: https://disprz.ai/blog/types-of-learning-theories
[Accessed 28 11 2025].
Simpson, O., 2018. https://www.perkbox.com.
[Online]
Available at: https://www.perkbox.com/resources/blog/5-old-school-learning-theories-to-modernise-your-training-scheme
[Accessed 28 11 2025].
The significance of coordinating Training and Development (T&D) practices with any of the existing learning theories to enhance organizational performance is clearly displayed in this blog. The issue of focusing on Adult Learning Theory (ALT) is especially applicable to the banking industry whereby workers are adult learners and require autonomy, relevance, and practice in their learning activities (Patnaik, 2025; Simpson, 2018). The combination of TNA, Social Learning Theory, and Kirkpatrick Evaluation Framework models adds additionally to the strategic importance of training because it provides a guarantee that learning is not provided in vain, but transferred to work-related behaviors (Knolyx, 2024). Comprehensively, the discussion is an excellent source of information on the way which the ABC bank can optimize the learning culture of the bank and improve its performance within the network of branches.
ReplyDeleteThank you very much for your thoughtful and insightful feedback. I am glad that you found the blog effective in highlighting the strategic alignment of Training and Development (T&D) with established learning theories. I fully agree that the focus on Adult Learning Theory (ALT) is highly relevant for the banking sector, as employees are adult learners who benefit from autonomy, relevance, and practical, experience-based learning (Patnaik, 2025; Simpson, 2018).
DeleteI also appreciate your acknowledgment of the integrated use of Training Needs Analysis (TNA), Social Learning Theory, and the Kirkpatrick Evaluation Framework. These combined approaches indeed strengthen the strategic value of training by ensuring that learning translates into observable workplace behaviors and measurable performance improvements (Knolyx, 2024). Your comment reinforces the importance of building a robust learning culture across ABC Bank’s branch network, which is essential for sustaining organizational performance and competitive advantage.
Thank you again for your encouraging and academically grounded feedback.
Your post presents a concise framework for understanding why training must be theory-driven rather than purely procedural. I think the emphasis on Adult Learning Theory is particularly relevant for banking, because the value of training depends on the learner’s ability to connect new knowledge with prior experience something Knowles highlights as a core condition for transfer (Knowles, 1980). The post could be extended by linking the theory to performance outcomes using Kirkpatrick’s Level 3–4 evaluation, which tests whether skills actually influence branch productivity and customer metrics (Kirkpatrick & Kirkpatrick, 2006). In my view, this would strengthen the strategic argument that training is an investment rather than a compliance activity.
ReplyDeleteThank you for your thoughtful feedback. I completely agree that connecting Adult Learning Theory to practical workplace experience is essential, especially in the banking sector where employees rely heavily on prior knowledge to apply new skills (Knowles, 1980). Your suggestion to integrate Kirkpatrick’s Level 3 and 4 evaluation is also very useful, as it helps measure whether training actually improves on-the-job performance and business outcomes (Kirkpatrick & Kirkpatrick, 2006).
DeleteI appreciate your insights—they strengthen the argument that training should be viewed as a strategic investment rather than a procedural requirement.
The post does a great job of turning abstract learning theories into something tangible and relatable. I appreciated the focus on adult learning and social learning, which makes the discussion relevant to real-world training (Knowles, 1984). Including more on how training outcomes are applied and reinforced could strengthen the practical impact. Overall, it’s a thoughtful start that encourages readers to explore how theory shapes effective training (Kolb, 1984).
ReplyDeleteThank you for your thoughtful feedback. I’m glad you found the link between learning theories and practical training needs meaningful. Your point about highlighting how training outcomes are reinforced is valuable showing the application phase would definitely enhance the discussion, especially given Knowles’ (1984) and Kolb’s (1984) emphasis on experience and reflection. Your comment adds an important layer by reminding us that theory only creates value when it translates into sustained workplace behavior.
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