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Training
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An astronaut in training for an extravehicular activity mission using an underwater simulation environment on Earth.

Training is teaching, or developing in oneself or others, any skills and knowledge or fitness that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, productivity and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, training may continue beyond initial competence to maintain, upgrade and update skills throughout working life. People within some professions and occupations may refer to this sort of training as professional development. Training also refers to the development of physical fitness related to a specific competence, such as sport, martial arts, military applications and some other occupations. Training methods of all types can be improved by setting specific, time-based, and difficult goals. This allows for the progressive mastery of a topic with a measured outcome.[1]

Types

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Mountaineering training in Estonia. It involves both instruction and physical exercise in the outdoor environment to develop skills that are necessary for survival in rock climbing.

Physical training

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Main article: Physical exercise

Physical training concentrates on mechanistic goals: training programs in this area develop specific motor skills, agility, strength or physical fitness, often with an intention of peaking at a particular time.

In military use, training means gaining the physical ability to perform and survive in combat, and learn the many skills needed in a time of war. These include how to use a variety of weapons, outdoor survival skills, and how to survive being captured by the enemy, among many others. See military education and training.

For psychological or physiological reasons, people who believe it may be beneficial to them can choose to practice relaxation training, or autogenic training, in an attempt to increase their ability to relax or deal with stress.[2] While some studies have indicated relaxation training is useful for some medical conditions, autogenic training has limited results or has been the result of few studies.

Occupational skills training

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Some occupations are inherently hazardous, and require a minimum level of competence before the practitioners can perform the work at an acceptable level of safety to themselves or others in the vicinity. Occupational diving, rescue, firefighting and operation of certain types of machinery and vehicles may require assessment and certification of a minimum acceptable competence before the person is allowed to practice as a licensed instructor.

On-job training

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Computer skills training
See also: On-the-job training

Some commentators use a similar term for workplace learning to improve performance: "training and development". There are also additional services available online for those who wish to receive training above and beyond what is offered by their employers. Some examples of these services include career counseling, skill assessment, and supportive services.[3] One can generally categorize such training as on-the-job or off-the-job.

The on-the-job training method takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work.[4] It involves employees training at the place of work while they are doing the actual job. Usually, a professional trainer (or sometimes an experienced and skilled employee) serves as the instructor using hands-on practical experience which may be supported by formal classroom presentations. Sometimes training can occur by using web-based technology or video conferencing tools. On-the-job training is applicable on all departments within an organization.

Simulation based training is another method which uses technology to assist in trainee development. This is particularly common in the training of skills requiring a very high degree of practice, and in those which include a significant responsibility for life and property. An advantage is that simulation training allows the trainer to find, study, and remedy skill deficiencies in their trainees in a controlled, virtual environment. This also allows the trainees an opportunity to experience and study events that would otherwise be rare on the job, e.g., in-flight emergencies, system failure, etc., wherein the trainer can run 'scenarios' and study how the trainee reacts, thus assisting in improving his/her skills if the event was to occur in the real world. Examples of skills that commonly include simulator training during stages of development include piloting aircraft, spacecraft, locomotives, and ships, operating air traffic control airspace/sectors, power plant operations training, advanced military/defense system training, and advanced emergency response training like fire training or first-aid training.

Off-the-job training method takes place away from normal work situations — implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training method also involves employee training at a site away from the actual work environment. It often utilizes lectures, seminars, case studies, role playing, and simulation, having the advantage of allowing people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating concepts and ideas[citation needed]. Many personnel selection companies offer a service which would help to improve employee competencies and change the attitude towards the job.[citation needed] The internal personnel training topics can vary from effective problem-solving skills to leadership training.

A more recent development in job training is the On-the-Job Training Plan or OJT Plan. According to the United States Department of the Interior, a proper OJT plan should include: An overview of the subjects to be covered, the number of hours the training is expected to take, an estimated completion date, and a method by which the training will be evaluated.[5]

Religion and spirituality

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In religious and spiritual use, the word "training" may refer to the purification of the mind, heart, understanding and actions to obtain a variety of spiritual goals such as (for example) closeness to God or freedom from suffering.[citation needed] Note for example the institutionalised spiritual training of Threefold Training in Buddhism, meditation in Hinduism or discipleship in Christianity.[citation needed] These aspects of training can be short-term or can last a lifetime, depending on the context of the training and which religious group it is a part of.[citation needed]

Compare religious ritual.

Artificial-intelligence feedback

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Learning processes developed for artificial intelligence are typically also known as training. Evolutionary algorithms, including genetic programming and other methods of machine learning, use a system of feedback based on "fitness functions" to allow computer programs to determine how well an entity performs a task. The methods construct a series of programs, known as a “population” of programs, and then automatically test them for "fitness", observing how well they perform the intended task. The system automatically generates new programs based on members of the population that perform the best. These new members replace programs that perform the worst. The procedure repeats until the achievement of optimum performance.[6] In robotics, such a system can continue to run in real-time after initial training, allowing robots to adapt to new situations and to changes in themselves, for example, due to wear or damage. Researchers have also developed robots that can appear to mimic simple human behavior as a starting point for training.[7]

See also

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Training pictogram

References

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[edit]
Revisions and contributorsEdit on WikipediaRead on Wikipedia

Training

View on Grokipedia
from Grokipedia
Training is the act, , or method of imparting or acquiring skills, , or to improve performance in a specific activity, job, or domain. It encompasses structured instruction, deliberate practice, and , often tailored to the needs of humans, animals, or computational systems. This foundational dates back centuries, with early uses documented as far as , evolving from basic skill-building to sophisticated programs in modern contexts. In and organizational settings, training focuses on equipping individuals with job-related competencies to boost , adaptability, and growth. For instance, it is defined as an organized activity providing and instruction to help learners attain and/or skills. Key benefits include enhanced employee performance, reduced errors, and alignment with mission objectives, as seen in programs emphasizing mission-related training at various levels. Methods range from on-the-job mentoring to formal workshops, with systematic approaches improving attitudes, expertise, and task efficiency. Physical training, particularly in and fitness, involves repetitive exercises to build strength, , and technique for athletic achievement. Athletes undergo rigorous regimens, such as sessions multiple times weekly, to optimize physiological adaptations like profiles and muscle development. This form of training, exemplified by Olympic preparation, emphasizes and recovery to achieve peak performance without overexertion. In animal training, the process conditions behaviors through reinforcement, shaping, and environmental cues to foster obedience, performance, or welfare. Working dogs, for example, are trained using operant conditioning principles, including positive reinforcement for tasks like detection or assistance, drawing on research into learning mechanisms for consistent outcomes. Modern approaches integrate evidence-based techniques to ensure ethical progress and measurable results in fields like veterinary care and zoos. Within , training refers to the algorithmic optimization of models using datasets to minimize errors and predict outcomes accurately. This iterative process adjusts parameters through techniques like , enabling applications from image recognition to , as outlined in foundational theories of learning performance. Recent advances, such as evolutionary context-integrated networks, leverage training data to simulate complex intelligence, bridging computational and biological paradigms.

General Concepts

Definition and Scope

Training is defined as the systematic process of developing skills, , or behaviors in individuals or entities through structured instruction, deliberate practice, or guided , typically aimed at achieving specific, measurable goals such as improved performance or competency. This process emphasizes intentional and repeatable methods, distinguishing it from , which is often self-directed and unstructured without predefined objectives. The term "training" originates from the Old French word trainer, meaning "to draw," "to drag," or "to stretch," which entered around the 15th century initially referring to trailing or drawing something along. By the , its usage in English had evolved to encompass physical exercise and , reflecting the idea of "drawing out" potential through rigorous practice, as seen in early writings on bodily regimens. In contemporary contexts, the scope of training extends beyond human applications—such as skill acquisition in —to include animal behavior modification, where animals are taught specific responses to stimuli for purposes like companionship or performance, and machine learning in , where algorithms are iteratively adjusted using data to optimize predictive accuracy. Key components of training include clearly defined objectives, such as enhancing or acquiring job-specific competencies, which guide the entire process and allow for targeted outcomes. These involve interactions between trainers (or instructors) and learners (or trainees), conducted in varied environments ranging from simulated settings for safety and repetition to real-world scenarios for practical application. metrics, such as pre- and post-training assessments, measure effectiveness by comparing baseline and achieved competencies, ensuring the process yields verifiable improvements.

Historical Development

The practice of training traces its origins to ancient civilizations, where structured and skill development were essential for societal roles. In during the Old Kingdom (c. 2686–2181 BCE), formal training programs prepared individuals for specialized professions, including scribes who underwent rigorous instruction in hieroglyphics, , and administrative duties to serve the pharaoh's bureaucracy. Similarly, warriors received military training focused on , close combat, and tactics, as evidenced in depictions from the Old Kingdom onward. By the 5th century BCE, advanced training through institutions like the gymnasiums, public facilities in cities such as that integrated physical exercises—such as wrestling and running—with intellectual pursuits to cultivate well-rounded citizens. These spaces emphasized holistic development, aligning bodily discipline with moral and philosophical , a concept extended in his founded around 387 BCE, where dialectical discussions complemented physical regimen to foster virtue and wisdom. Physical training's roots in such ancient athletics laid foundational principles for later methodologies. During the medieval period in , from the 12th to 15th centuries, apprenticeships emerged as a of training, with young individuals binding themselves to masters for years of hands-on instruction in trades like blacksmithing and , regulated by statutes to maintain quality and standards. Feudal training, meanwhile, involved learning horsemanship, swordsmanship, and chivalric codes under knights, preparing them for service in manorial armies and tournaments. These systems persisted into the , blending artisanal and martial preparation amid expanding trade and warfare. The in the 19th century transformed training with the advent of factory systems, exemplified by Frederick Taylor's principles outlined in , which advocated time-motion studies and standardized worker instruction to optimize efficiency in manufacturing. Post-Revolution, vocational schools proliferated in and the , offering structured curricula in and to meet the demands of mechanized economies, marking a shift from informal apprenticeships to institutionalized . In the 20th and 21st centuries, training expanded dramatically after , fueled by the U.S. of 1944, which provided educational benefits to over 7.8 million veterans by 1956, spurring corporate programs in and technical skills to reintegrate workers into a booming economy. The digital revolution from the introduced e-learning platforms, enabling remote access to interactive courses, while virtual reality simulations enhanced immersive training in fields like and medicine. Modern AI training paradigms emerged from 1950s computational theories, paralleling these human-centered evolutions.

Human Physical Training

Principles and Physiology

The principles of physical training form the foundational framework for eliciting adaptive responses in the . Specificity dictates that training must target the physiological systems relevant to the desired activity, ensuring that adaptations align with demands, such as enhancing neuromuscular for sprinting or aerobic capacity for endurance events. Overload involves progressively increasing the stress on the body—through intensity, duration, or —to stimulate improvements beyond baseline levels, as insufficient challenge yields minimal gains. Recovery emphasizes the necessity of rest periods to allow tissue repair and supercompensation, preventing and enabling sustained progress. Individuality accounts for variations in response due to factors like , age, and prior fitness, requiring personalized programs to optimize outcomes and minimize risk. Physiological adaptations to training occur across multiple systems, driven by consistent overload and recovery. In , resistance training induces primarily through elevated rates of protein synthesis, where mechanical tension and metabolic stress activate signaling pathways like , leading to increased myofibrillar content and fiber cross-sectional area. Cardiovascular adaptations include enhanced and capillary density, resulting in improved maximal oxygen uptake (VO₂ max), which can increase by 15-20% in untrained individuals after several months of aerobic training, allowing greater oxygen delivery to working muscles. Neural adaptations facilitate better and coordination, with early strength gains often attributable to reduced inhibitory signals and enhanced synaptic efficiency rather than muscle size changes alone. Hormonal responses mediate these adaptations by balancing catabolic and anabolic processes. Acute exercise elevates , a that mobilizes energy stores during stress but, if chronically high, can impair recovery and promote muscle breakdown. Conversely, surges post-exercise, particularly in high-intensity sessions, to stimulate protein synthesis and fat metabolism, supporting tissue repair. Training also shifts energy system thresholds: aerobic pathways improve via increased mitochondrial density and enzyme activity, raising the —the point where anaerobic metabolism predominates—and delaying fatigue in prolonged efforts, while anaerobic capacity enhances through greater stores for short bursts. The stages of adaptation follow a cyclical pattern akin to the general adaptation syndrome (GAS) first described by in 1936, where physical training acts as a stressor. Initial exposure causes alarm (discomfort and fatigue), followed by resistance (adaptation via supercompensation, where performance exceeds pre-training levels after recovery). Without continued , exhaustion ensues, manifesting as plateaus or detraining effects like and VO₂ max decline within weeks of cessation. Selye's GAS framework underscores the need to manage training stress to avoid distress and harness for beneficial adaptations.

Methods and Techniques

Human physical training employs a variety of methods to enhance fitness components such as strength, , and flexibility, tailored to individual goals and fitness levels. involves alternating high-intensity bursts of effort with periods of recovery, a technique developed in the early 20th century and systematized in as "fartlek" (speed play) by Gösta Holmér in , and further refined in by Woldemar Gerschler and Hans Reindell in to improve cardiovascular efficiency. , introduced by R.E. Morgan and G.T. Adamson in the , consists of rotating through multiple exercise stations targeting different muscle groups with minimal rest, promoting both muscular and cardiovascular adaptations in a time-efficient manner. structures training into cycles that vary intensity, volume, and focus over weeks or months to optimize performance and prevent , a concept pioneered by Leo Matveyev in the 1960s and popularized by Tudor Bompa for athletic preparation. Key techniques in physical training include resistance exercises using free weights like barbells and dumbbells, which allow multi-joint movements and functional strength development, or machines that provide guided paths for isolated muscle work and safer initiation for beginners, as recommended by the (ACSM) for in healthy adults. Aerobic techniques such as running on varied terrains or , which engage large muscle groups continuously, improve cardiorespiratory endurance; the ACSM advises at least 150 minutes of moderate-intensity aerobic activity weekly to achieve health benefits. Flexibility techniques, including proprioceptive neuromuscular facilitation (PNF) —where a muscle is contracted against resistance followed by passive stretch—enhance more effectively than static stretching alone, particularly when performed post-workout. Training settings and equipment range from gym-based setups with machines and weights for controlled resistance to bodyweight exercises like (e.g., push-ups, pull-ups, and squats), which build strength and without specialized gear and emphasize and . Outdoor environments, such as trails for running or open fields for bodyweight circuits, support by incorporating natural variability in terrain and weather, fostering mental resilience alongside physical gains. Modern innovations have transformed physical training through , with monitors first commercialized by in the late 1970s and gaining widespread use in the to track in real-time and guide training zones. (HIIT) protocols, building on Izumi Tabata's 1996 study demonstrating superior aerobic and anaerobic improvements, surged in popularity during the 2010s due to their efficiency for time-constrained individuals, often integrated with apps and wearables for personalized feedback. Safety considerations are integral to all methods, beginning with dynamic warm-ups of 5-10 minutes of light aerobic activity and mobility exercises to increase blood flow, reduce injury risk, and prepare muscles for higher demands, as supported by evidence showing decreased strain incidence. For acute injuries like sprains, the RICE method—resting the area, applying ice for 15-20 minutes, using compression to minimize swelling, and elevating above heart level—serves as an initial intervention to control inflammation and promote recovery, though it should be followed by professional assessment if symptoms persist.

Human Skill and Professional Training

Occupational and Vocational Training

Occupational and vocational training encompasses formal instructional programs designed to equip individuals with the practical and necessary for specific trades or job functions, often through structured curricula in vocational schools, apprenticeships, or courses. These programs emphasize hands-on preparation for in fields such as manufacturing, healthcare, and , distinguishing them from general academic education by focusing on proficiency in real-world tasks. For instance, vocational schools commonly offer training in trades like , where students learn specialized techniques through targeted modules to meet industry demands. Key components of these programs include curriculum design, which begins with a to identify employer requirements, followed by modular structures that build progressive competencies in areas like technical operations and safety protocols. Delivery modes typically combine theoretical lectures with practical laboratory sessions to reinforce skill application. Certification processes validate completion, such as those aligned with the (OSHA) standards in the United States, established under the Occupational Safety and Health Act of 1970 to ensure workplace safety training for hazardous occupations. In Germany, the integrates school-based instruction with on-site workplace learning, formalized by the Vocational Training Act of 1969, where apprentices spend part of their time in classrooms and the rest in companies to develop job-ready expertise. The benefits of occupational training include enhanced worker productivity through skill mastery, which allows for more efficient task execution, and accelerated career advancement by providing credentials that open doors to higher-paying roles. Economically, Germany's contributes significantly, with private companies bearing the majority of annual training costs—averaging €20,855 per apprentice as of 2017/18—leading to a highly skilled workforce that supports low and sustained industrial competitiveness. Representative examples illustrate these advantages: in healthcare, programs incorporate simulations using high-fidelity mannequins to practice procedures like patient assessment in controlled environments, improving clinical readiness without real-world risks. In technical fields, IT certifications such as A+ prepare individuals for entry-level roles in network support and cybersecurity by covering hardware, software, and essentials. Despite these strengths, occupational training faces challenges from skill gaps in rapidly evolving industries, particularly since the 2000s, where has displaced routine manual jobs, necessitating ongoing updates to incorporate technologies like and AI. For manual labor roles, programs may include physical conditioning elements to build , though the core focus remains on technical proficiency that transitions into practical application.

On-the-Job and Experiential Training

(OJT) and experiential training emphasize learning through direct immersion in real-world work environments, allowing individuals to acquire skills by performing tasks under guidance rather than through isolated theoretical instruction. This approach integrates practical application with immediate relevance, fostering adaptability and problem-solving in dynamic professional settings. Core methods of on-the-job and experiential training include shadowing mentors, where trainees observe and assist experienced professionals to understand daily workflows and processes, commonly applied in corporate settings to bridge gaps for new hires. Job rotations involve systematically moving employees between roles to build versatility, such as in where staff rotate through departments to enhance cross-functional expertise, or in firms like Heineken's technologist program that rotates participants across production and . Simulations and role-playing scenarios replicate workplace challenges, enabling safe practice of complex interactions, as seen in sales training where participants enact client negotiations to develop communication skills. A foundational model for experiential training is , introduced in 1984, which posits learning as a iterative process comprising concrete experience (engaging in the activity), reflective observation (reviewing the experience), abstract conceptualization (forming theories from reflections), and active experimentation (applying new ideas). This cycle underscores the value of transforming direct experiences into generalized knowledge, applicable across professional contexts like team-based projects. Advantages of these methods include immediate feedback from supervisors, which accelerates skill refinement, and high contextual relevance that aligns learning with actual job demands, leading to improved retention and motivation compared to off-site programs. For instance, in medical residencies established following the 1910 Flexner Report's reforms—which shifted U.S. toward hospital-based clinical training—these approaches have enabled hands-on care under oversight, producing competent physicians through progressive responsibility. Implementation often incorporates coaching techniques, such as goal-setting and to guide trainees, alongside periodic performance reviews that assess progress and adjust development plans. Since the 2010s, digital tools like (VR) have enhanced experiential training for hazards, allowing workers in or to simulate dangerous scenarios—such as operating heavy machinery in unsafe conditions—without real risks, as demonstrated in studies showing improved hazard recognition. Despite these benefits, drawbacks include the potential for errors in high-stakes environments, where mistakes can impact operations or , necessitating close to mitigate risks. Inadequate oversight may also lead to inconsistent learning outcomes or reinforcement of poor habits, particularly in resource-limited settings.

Specialized Human Training

Military and Tactical Training

Military and tactical training encompasses structured programs designed to prepare personnel for combat operations, emphasizing discipline, operational skills, and psychological fortitude to ensure unit cohesion and mission success. These programs typically begin with foundational boot camps that instill core military values and basic competencies, progressing to specialized courses for elite roles. In the United States Army, Basic Combat Training (BCT) serves as the entry point, lasting 10 weeks and focusing on transforming civilians into soldiers through phased instruction in soldiering skills, marksmanship, and physical endurance. This duration, implemented in 2008, contrasts with the 6-8 week cycles during World War II and the 8-week post-war standard, reflecting an evolving emphasis on comprehensive readiness. Historically, Prussian military reforms in the under introduced rigorous drill and discipline that influenced modern training paradigms, prioritizing precision maneuvers and professional officer education to build efficient, responsive forces. Following the , U.S. military training underwent significant reforms in the , incorporating enhanced psychological preparation to address trauma and resilience, including the development of (SERE) programs informed by POW experiences. These changes aimed to mitigate the high incidence of post-combat stress observed in veterans by integrating mental conditioning alongside physical drills. Key components of military training include physical conditioning to build and strength, weapons handling for proficiency in firearms and tactics, and simulations to rehearse scenarios under controlled conditions. Emphasis is placed on through group exercises that foster unit and on resilience via stress inoculation techniques that simulate pressures. For instance, programs like the 's Holistic Health and Fitness (H2F) integrate physical training with mental and nutritional elements to optimize soldier performance across domains. Advanced specialties build on these foundations; the U.S. Course, a rigorous seven-week program at Fort Moore, trains select soldiers in precision marksmanship, surveillance, and long-range engagement to support . In the since the , training has incorporated technological advancements such as drone operations and cyber warfare simulations to address evolving threats, with programs evolving from basic (UAV) familiarization to integrated tactical employment in joint exercises. As of 2025, further integration of in training simulations enhances scenario realism and decision-making practice. Ethical training on (ROE) is a core element, teaching personnel to distinguish combatants from civilians and adhere to , often through scenario-based instruction to prevent violations in complex environments. Outcomes are evaluated via simulations and field exercises that measure tactical proficiency, decision-making under duress, and unit effectiveness, using metrics like task completion rates and after-action reviews to refine skills. Globally, variations exist; Israel's mandatory service model requires most citizens to undergo 32 months of training for men and 24 for women as of 2025, blending conscript boot camps with specialized roles to maintain a citizen-soldier force.

Religious and Spiritual Training

Religious and spiritual training encompasses structured practices designed to foster inner transformation, , and connection to the divine across various traditions. These programs emphasize discipline, contemplation, and communal guidance to cultivate virtues such as , , and enlightenment. Unlike , this training prioritizes experiential and introspective growth, often integrating rituals and to deepen and ethical living. In , novitiates serve as a foundational practice where candidates undergo intensive preparation before taking monastic vows of , , and obedience, a tradition originating in the CE with early communal monasteries established by figures like Pachomius in Egypt. Similarly, in , Vipassana meditation retreats provide rigorous training in insight , typically spanning 10 days of silent practice to develop and of impermanence, as taught in traditions. These practices aim to detach practitioners from worldly attachments, promoting spiritual purification through sustained focus and ethical reflection. Methods in religious training often revolve around mentorship, scriptural study, and ascetic exercises. In Hinduism, the guru-disciple relationship forms the core of spiritual mentorship, where the guru imparts personalized guidance on Vedantic texts and meditative techniques to lead the disciple toward self-realization. Scriptural study, such as daily recitation of the Quran in Islamic traditions or Bible contemplation in Christianity, reinforces doctrinal understanding and moral discernment. Ascetic practices like fasting during Ramadan or Christian Lent, and pilgrimages such as the Hajj or Camino de Santiago, build resilience and devotion by testing physical and emotional limits. The primary goals of this training include and the pursuit of enlightenment, with participants seeking to align their lives with sacred principles for ultimate liberation or union with the divine. Modern studies from the 2010s highlight psychological benefits, such as practices reducing stress and anxiety through meta-analyses showing moderate improvements in emotional . A 2011 review further confirmed that interventions enhance and decrease psychological symptoms. Historically, key milestones include the establishment of Sufi orders in Islam from the 8th century onward, which formalized mystical training through chains of spiritual succession () emphasizing (remembrance of God) and ethical purification. In the 16th century, emerged as a structured program within Christianity, founded by in 1540, involving stages of , philosophical studies, and apostolic work to prepare members for and educational service. In contemporary contexts, interfaith programs have expanded spiritual training to bridge traditions, such as the OneSpirit Interfaith Seminary's two-year curriculum integrating diverse spiritual paths for holistic ministry. Post-2020, online spiritual courses have proliferated, offering accessible training in and counseling, exemplified by Ananda's virtual programs in spiritual guidance techniques. These adaptations reflect a growing emphasis on inclusive, technology-enabled paths to faith-based growth.

Non-Human Training

Animal Training

Animal training encompasses the systematic modification of animal behaviors through established psychological principles to foster cooperation, safety, and welfare in various contexts, from domestic pets to captive wildlife. Central to this field are two foundational learning paradigms: and . , pioneered by Russian physiologist in the early 1900s, involves pairing a neutral stimulus with an unconditioned stimulus to elicit a conditioned response, as demonstrated in his experiments where dogs salivated to a bell after associating it with food presentation. , formalized by American psychologist in his 1938 book The Behavior of Organisms, emphasizes the role of consequences—such as rewards or punishments—in strengthening or weakening voluntary behaviors, forming the basis for most modern training techniques. These principles adapt human learning theories to non-verbal species, prioritizing positive outcomes to build trust and reduce stress. Contemporary methods in overwhelmingly favor positive reinforcement, where desired behaviors are encouraged through rewards like food or praise, over aversive techniques that can induce fear or aggression. , a popular application for dogs, uses a distinct clicking sound as a precise marker for correct actions, immediately followed by a reinforcer; this method was popularized by trainer in her 1984 book Don't Shoot the Dog!, which outlined reinforcement schedules applicable across species. For horses, addresses anxiety by gradually exposing the animal to feared stimuli—such as unfamiliar objects or noises—in a controlled manner, starting at sub-threshold levels to prevent overwhelm and progressively building tolerance, as detailed in equine health guidelines. These approaches enhance animal engagement and long-term compliance while minimizing welfare risks associated with punishment-based methods. Applications of animal training span practical and conservation roles. Service animals, particularly guide dogs for the visually impaired, have been trained since the 1920s; the first U.S. program began in 1929 with The Seeing Eye school, using operant techniques to teach and obstacle avoidance, enabling greater independence for handlers. In zoos, enrichment programs integrate training to stimulate natural behaviors, such as or puzzle-solving, which reduce stereotypic activities like pacing and improve overall welfare, as promoted by the Association of Zoos and Aquariums. Performance training, once common in circuses, has largely phased out since the due to ethical concerns over stress and confinement; for instance, the banned wild animal acts in traveling circuses in 2020, following earlier global precedents like Bolivia's 2009 nationwide prohibition and, as of 2025, Washington state's ban on elephants, wild cats, bears, and nonhuman primates in such shows. Species-specific adaptations highlight training's versatility. Marine mammals, such as dolphins and orcas at facilities like , are trained using positive reinforcement for voluntary participation in medical procedures and educational shows, facilitating non-invasive health care since the mid-20th century. In wildlife rehabilitation, animals are conditioned to essential survival skills—like predator avoidance or feeding—for successful reintroduction to the wild, often employing gradual exposure similar to desensitization. Ethical considerations and regulations underpin these practices; the U.S. mandates humane handling, housing, and veterinary care for exhibition animals, including training standards to prevent . Ongoing debates center on captivity's impact, with scholars arguing that while training can enhance welfare through agency and stimulation, inherent restrictions on raise moral questions about and natural behaviors in confined settings.

Artificial Intelligence and Machine Training

Artificial intelligence and machine training refer to the computational processes used to develop and optimize models, primarily through algorithms that enable systems to learn patterns from data. Unlike biological learning, this training relies on to adjust model parameters, allowing AI to perform tasks such as , , and . The field encompasses various paradigms tailored to different data types and objectives, with training occurring on large datasets using iterative algorithms to minimize errors. The core processes of machine training include , , and . In , models are trained on labeled datasets where inputs are paired with correct outputs, enabling the system to learn mappings for tasks like image recognition; for instance, the model adjusts parameters to reduce prediction errors on held-out data. , by contrast, uses unlabeled data to discover inherent patterns or structures, such as clustering similar items without predefined categories, which is useful for exploratory analysis in large datasets. trains agents through trial-and-error interactions with an environment, receiving rewards or penalties to maximize long-term gains, as seen in game-playing AI where policies are refined over episodes to optimize outcomes. Key concepts in neural network training include the use of training datasets, epochs, and backpropagation. Training datasets provide the foundational data for model learning; a prominent example is ImageNet, introduced in 2009, which contains over 14 million annotated images across 21,000 categories and has been instrumental in advancing models. An represents one complete pass through the entire training dataset, allowing the model to iteratively update weights based on multiple exposures to the data. Backpropagation, a fundamental , computes gradients of the loss function with respect to each parameter by propagating errors backward from the output layer to the input layer, enabling efficient adjustment of network weights during training. Optimization algorithms like are central to the training process, iteratively minimizing the loss function by adjusting parameters in the direction of the steepest descent. , a variant, uses mini-batches of data for faster convergence in large-scale training. To prevent —where the model memorizes training data but fails to —regularization techniques such as L1 and L2 penalties are applied, which add constraints to the loss function to discourage complex models and promote simpler, more robust ones. Dropout, another method, randomly deactivates neurons during training to reduce co-dependency and improve generalization. Significant milestones mark the evolution of AI training. The perceptron, introduced by Frank Rosenblatt in 1958, was an early single-layer model capable of through adjustable weights, laying the groundwork for connectionist approaches. A major breakthrough occurred in 2012 with , a deep that achieved top performance on the challenge, dramatically reducing error rates in image classification and sparking the revolution through its use of GPUs and large-scale data. Ethical concerns have emerged prominently since the , particularly regarding in training data, which can perpetuate societal inequalities; for example, skewed datasets have led to discriminatory outcomes in facial recognition systems, prompting calls for fairness-aware algorithms and diverse data curation. Applications of machine training span diverse domains, including chatbots and autonomous vehicles. Large language models like those powering chatbots are typically pre-trained using on vast text corpora to learn patterns, followed by supervised fine-tuning to generate coherent responses, enabling natural interactions in and virtual assistants. In autonomous vehicles, and supervised models process sensor data for perception and decision-making, such as and path planning, allowing vehicles to navigate complex environments safely. Hardware advancements, particularly graphics processing units (GPUs) from since the early 2000s, have accelerated training by parallelizing computations; , introduced in 2006, enabled general-purpose GPU programming, reducing training times from weeks to days for deep networks.

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