Trainee characteristics play a significant role in the learning process. Three trainee characteristics that affect the extent to which trainees learn are trainability, personality, and attitudes. Trainability is a combination of motivation, ability, and the work environment. The higher the level of trainability, the more likely it is that trainees will learn. Several personality traits, such as locus of control and the trainee’s attitudes, have also been shown to affect learning.
Knowledge of training design issues—in particular, the conditions of practice—should also be used to maximize learning. These conditions include active practice, massed versus spaced practice sessions, whole versus part learn- ing, overlearning, knowledge of results, and task sequencing. In general, trainee learning is improved by overlearning, feedback, and practice sessions spaced over time, with sufficient rest periods between them.
The information or skills an employee learns are of little value to the orga- nization if the employee does not retain or use them back on the job. Retention of what is learned is influenced by such factors as the meaningfulness of material, the degree of original learning, and interference. Factors that affect learning transfer to the work situation include identical elements, general principles, stim- ulus variability, and support in the work environment.
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