After selecting the desired people in the organization, it is the turn of training, according to the role, position and job description of people in the organization, these trainings are done.

These trainings can include knowing the organization and its goals and values, do’s and don’ts, physical and verbal skills, interests and motivations, attitudes, habits and information more or less, in order to be able to move in the direction of the organization’s strategic plans.

In this way, employees can perform their job duties now and in the future more efficiently and effectively.

Professor Woodworth, an American psychologist, states that learning education is the type of activity of tomorrow that affects one’s future and future activities, improves one’s behavior, and increases one’s ability to adapt to the environment.


At the beginning of the training process, we must consider the following questions:


1) What are the goals of the organization?

2) What tasks must be performed to achieve the goals?

3) What behavior should each employee have in order to perform their duties well towards the goals?

4) What are the shortcomings of individuals in terms of knowledge, skills and attitudes compared to what should be?

5) In what direction should learning take place?

6) What issues should be considered during it?

7) In what cases should a decision be made?

8) What knowledge, information and skills should be acquired and to what extent?

9) Which attitudes, actions, behaviors and actions of the participants should change?

10) In what areas should cultivating the power of their creativity be considered?

11) Is it necessary to reduce their resistance to changes in the organization or work environment?

12) Is the creation and development of solidarity important?

13) What are the main goals of the training course?


In choosing educational methods, the following factors should be considered.

• Purpose of training

• Level of training

• Training period

• Curriculum content

• Features

• Group size

• Group composition

• IQ status and educational background of the group

• Group experiences

• Age of participants

• Ability of training expert

• Educational materials and resources

• Physical facilities, etc.

Because managers and training professionals deal with the process of learning, behavior change, attitudes and motivations, they must be familiar with the basic concepts of learning psychology, theories and its relationship to staff training.