Designing a training program to be effective

Designing a training program to be effective

Guided Response: Respond to at least two of your fellow students’ or instructor posts in a substantive manner and provide information or concepts that they may not have considered. Each response should have a minimum of 100 words. Support your position by using information from the week’s readings. You are encouraged to post your required replies earlier in the week to promote more meaningful and interactive discourse in this discussion forum. Continue to monitor the discussion forum until Day 7 and respond with robust dialogue to anyone who replies to your initial post. COLLAPSE SUBDISCUSSION Natasha Williamson

Designing a training program to be effective will look like prior training programs but with some adjustments. It is assumed that someone hired has the skills to perform the work necessary for the job. So, assessing a person’s skill level is not necessary. What is necessary is having the new employee test during training to ensure that they understand the job’s responsibilities. Testing as a part of training is also a way to train an individual for procedures specific to the department or area he or she will be working in. A mixture of different forms of learning will be used and should meet the needs of everyone. Initially, the new employee will read or watch procedures relevant to the work being performed and then watch or shadow a person to see the work being done. This allows a person to see how the work is done and what exactly is needed for the work to be performed accurately. Next, the person will be asked to perform the task while being supervised. Goals of training will be set by the employee and the trainer. What the employee needs to learn, feels comfortable with, or does not understand will be addressed. The trainer will have goals for what the individual is to learn and how the work should be done. After training, testing in the form of eLearning or ceus will be provided. This is to ensure mastery of the material is completed before advancing to the next phase of training. It is also a way to document the person’s knowledge and skill level. Visual material in the form of books, charts, and other graphics will be provided as references or as tools to train. Scenarios will also be utilized to enhance the learning experience. Working on actual real-life problems or situations that can occur if proper policies are not followed is a way to ensure understanding of the requirements of the job. Training objectives will be specified with this being focused on as an important part of training. Rehearsing what can go wrong or solving problems that have happened or can happen is an easy way to cement how to deal with situations that may arise while on the job. What the trainee thinks should be a priority will also be discussed. What the organization dictates is a priority will also be explained. Repetition is something that will help this part of training. Repeating the policies, goals of the organization, what the culture consists of, etc will help integrate the new employee into the new work environment.Competency in the form of testing will be something done throughout a person’s time of employment. Using the competencies as a part of training is a way to make the new employee familiar with the competency process as well as ensure the person is learning what they need to learn to be competent in their job. Both traditional and conventional task analysis will be used in both training and while working. Traditional task analysis (What needs to be done?) will be something the new employee will be asked to make sure they understand the work needed of them. (Cascio, 2019) It will also be something the trainer uses as a part of his or her check list for what needs to be taught. Conventional task analysis (How it needs to be done?) will be something used throughout the training process by both the trainer and trainee. (Cascio, 2019) Individual goals, decisions, and strategies will be used by both to enhance the training experience. (Cascio, 2019) Feed back will be provided while training to amplify the understanding of the training being provided. The trainee will be given time to practice. (Cascio, 2019) He or she will also be given time to practice tasks that are not mastered, or, are not something the trainee is adept at performing. The trainee will also be allowed to make mistakes. In fact, mistakes are encouraged as they are the way someone is likely to learn information at a level that makes it unforgettable. The trainee becoming the trainer is one goal of the training program. Having the trainee do things such as making competencies or providing solutions for scenarios created is a way to reinforce concepts learned. (Cascio, 2019) It also creates a new trainer for future trainees. References Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.). Retrieved from https://www.vitalsource.com (Links to an external site.)Dailey, K. (2018, August 1). Training on the edge: Take more risk with your training design with these three brain-based principles. TD Magazine, 72(8),McGuire, C. A. (2017, January 17). Creating strengths-based goals (Links to an external site.) (Links to an external site.). Retrieved from http://coaching.gallup.com/2017/01/by-carol-anne-mcguire-whether-its-new.html