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Evolution of the Training Profession
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World War II: Systematic Training Introduced
As a result of World War II, many soldiers were enlisted into the military, leaving countless employment positions vacant, and in need of new replacements. Since the supply of vocational school instructors ran out, employers adopted the systematic process of training these new hires, where first and second line supervisors were trained on how to teach their skills to other employees (Estep, 2008). Image Retrieved from: Farnham (2013). -
The American Society of Training Directors (ASTD)
On April 2, 1942 The American Society of Training Directors (ASTD) was founded. The first official meeting was held on January 12, 1943 in Baton Rouge (Estep, 2008). "The goal was to create an organizations devoted to raising the standards for the industrial training profession, and to further the training professional’s education and development" (Association for Talent Development, 2017, para. 2). Image Retrieved from: Wikipedia (2017) -
B. F. Skinner's book Science and Human Behavior Published
B.F. Skinner introduced behaviorism into the field of organizational training through his published book, titled Science and Human Behavior. As a result, he established the need for individualized instructional training. Implementing individualized instruction not only helped with an organization's bottom line, but it also produced more efficient training (Estep, 2008). Image Retrieved from: Wired (2014). -
Computer-Based Training Machines
Individualized instructional training evolved beyond B.F. Skinner's book to actually using teaching machines that formed the basis for early computer-based training (Estep, 2008). This implementation allowed learning to learning in privacy, at their own pace, and most importantly reduce training time for the organization. Image Retrieved from: Aneddotica Magazine(2013). -
Introduction of Sensative Training
In the 1970s sensitivity training in organization became a topic of awareness. Also known as the laboratory method where human relations training was implemented to raise awareness and understanding of group dynamics like feminism, homosexuality, and even environmentalism (Estep, 2008). Image Retrieved from Henderson (2005). -
Traing and Development Sparks
In the late 1980s with the surge of women entering the field of training and development, organizations begun to increase training competencies to include behavior modeling, empowerment, team building, corporate culture, and even constructive feedback (Estep, 2008). As a result, career development and organization growth became a important practice within the field of organizational training. Image Retrieved from: Women Employed (2017). -
Technolgy Surge
In the early 1990s technology began to surge. As a result, organizations training and development practices were mainly technology based, offered computer-based training, e-learning courses, among other technological methodologies (Estep, 2008). These changes not only saved revenue for training and development within the organization, but also enables to the to learning at their own pace and have the opportunity to fully master the learning content. Image Retrieved from: K2 Space (n.d). -
The Future of Learning & Development
The evolution of learning and development has taken a technological form. Training is no longer limited to traditional classroom settings. Instructors have the opportunity to teach anywhere, at anytime, using technological devices. Not only does the use of technology devices broadens learning and development, but there are various social media application available to aid in the evolution. Image Retrieved from: Nagpal (2015).
