Psychological Perspectives of Training Process—A Review

There is a perennial need for training in all sectors, Training increases productivity and performance. It reduces wastage of resources, time. It is a continuous process and management spends heavily on it. It motivates employees and improves retention. Therefore, it becomes mandatory that the training be effective. The psychology dealing with this function, apart from trainee characteristics, includes trainee’s perception, their motivation levels and their enthusiasm in learning. The external factors which influence the trainee are work environment factors. An attempt is made to assimilate the various researches done in these areas summing up to the effectiveness of training transfer. Training researchers have traditionally focused on training methods and training settings as a means of promoting learning. Need analysis; training methods, trainers impact Evaluation, Importance of Perception, happen to be other research areas. As we see the frontend process, there is a backend process that happens in parallel while training is going on before the training starts and after the training ends for the training to be effective. Studies relating to this are also called training transfer studies. This paper is an understanding of all these facets to look at the big picture, as how to take up training, the psychology behind its implementation and execution.