Setting out to design an effective training program will require specific organizational and individual considerations

Setting out to design an effective training program will require specific organizational and individual considerations

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. These Twitter feeds are being provided as supplemental information and as a way to stay up-to-date on any current events happening in the field. Be sure to meet all the discussion question requirements and use these feeds for any additional information only

John Harrison John Harrison

Week 5 Discussion 2 Setting out to design an effective training program will require specific organizational and individual considerations including differences in learning styles and implementing some key strategies that will enhance learning and ensure training carries over into job performance improvement. Before the design and development of any effective training program it is essential that all leaders within the organization promote and endorse a broader culture within the organization that the company is committed to continuous learning and development. Executive leadership will need to appreciate the time and the cost to deliver effective training resources to employees for the purpose of investing in the future benefit of improved performance. This also sets the stage for an attitude among all employees that learning is part of working. Once that is firmly established and embedded in the framework of day to day operations, Kimberly Dailey recommends using three basic principles in every training program: Make it fun. Learning is more memorable and opens the learners attitude to further learning Make the learning novel. Learning made exciting helps with long-term retention Stretch, not Stress. Learning should stretch ones thinking, but not stress the trainee. Once an area of operation has been identified as underperforming and correlated with insufficient team performance, the organization should begin designing a training program. Key characteristics of the organization should be reflected within the training and those include a strong belief that the training will help the success of the employee as well as the organization, and that the organization is committed to employee development for further career exploration and advancement. This sets a tone of commitment and supports human asset retention. The employees need to buy into the greater mission of the organization while assimilating to its set culture to ensure service and product quality meets company expectations in a competitive global market. At the same time, the organization should be considerate to each employee’s needs and differences. A diverse team of employees will require training structure, styles and resources to reach a broader group of learners. People learn through visual, auditory, or kinesthetic instruction, or a mixture of usually two of the three. Training should be geared towards all types of learning to reach the diverse learning styles within the team. Technology delivered instruction (TDI) is growing in popularity as it offers the option to tailor learning modules to specific groups. Trainability is another concept that should be considered when developing a training program and this includes measuring a behavioral baseline to compare to improvements made after training. Knowing each employee’s ability to learn will stretch across a wide range, but this information will help leaders tailor training resources appropriately. Principles to enhance learning should include goal setting, behavior modeling, practice, and feedback. Each of these will turn a training program into an effective key initiative that will drive performance and long term change.References:Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.). Retrieved from https://www.vitalsource.comDailey, 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), 62ID-64ID. Retrieved from https://www.td.org/ (Links to an external site.)