I prefer varied forms of training. I always like to know the reason for the training at the beginning of the session. Are we learning something new because the company is changing systems, laws have changed, we need to improve a deficiency, or any other reason that is deemed necessary to remain competitive. Understanding the reason the training is occurring will help employees to embrace any changes that are coming their way. Blanchard and Thacker (2013) state, “In addition to designing training to align with learning processes, the design must also address the trainee’s motivation to learn” (p. 76).
After the employees have been properly motivated to learn, I try to use instructor based training to explain the specifics of the lesson. During the instructor led section, I provide learning materials to the participants. Once there has been adequate instruction, I incorporate a role playing or practice type scenario into the lesson to reinforce what has been taught. If possible, I create a game to further strengthen understanding. At the end of each session, I give a quiz to the participants. They complete the quiz individually but we go over the answers as a group and I encourage the participants to ask questions about any of the questions that they missed. I try to always have a relaxed atmosphere that is open for discussion. I also ensure that there are snacks available because employees do not mind being taken away from their regular duties if they are fed and the training is useful.
Hi Brooke, After reading your post, I found it quite interesting. Brooke, I like the fact that you are able to want to explore and analysis the training information further in order to find the reason for the training purpose. Brooke, the funny thing is that I find myself doing this in everything that I’m trained in; I think it is our human characteristic and part of our psychological development. The psychological process in what we want to know, the why are we having this training, and what is this training going to be used for? I do this a lot in my own personal life, and at work! Keep up the great work! Your class mate, Pete
Because businesses have the need for a competitive strategy, there is an even larger need in training and development of their employees. Pressures from the labor markets, legal implications and rulings, and as noted, competitor’s edge, all ensure that need. The overall organizational development is what HR uses to focus upon performance and employee capability. Involved with nonprofits and the health care system for years has exposed me to a vast host of differing methods of training. The methods most beneficial to me have been the ones that focus upon both overall performance expectations, and my capacities. Although one may look at these two as two different strategies, they are actually within the scope of strategic planning, and should go hand in hand (Blanchard, 2013). KPI is a great tool for the management to see a level of performance, but without the organization looking at both expectation and capability, in my experience, can stress a valuable employee to the point of wanting to leave the organization. Training and development takes on a role, according to the needs of the organization, trends, industry, and the employee needs as well. I have experienced some of the more traditional training methods: Lectures’, Open Discussions, Demonstrations, Small group discussions, and Games. The previous are a well-known way that employees engage in their knowing what is expected of them, protocols, procedures, HR guidelines and organizational missions and goals. Over the years, as my employment and environmental challenges have changed, so I note that the HR processes, the ways training occurs. An interesting note is that the process of programmed instruction, which stated many years ago, was originally used for the educational