Training Delivery and the Sucess of Employees

What is the training method in your workplace? Is this effective?

Employees and individuals are unique in behavioral characteristic and possess different forms of learning styles; that is, visual, auditory, or kinesthetic. And so, a sundry collection of training delivery methods exists with consideration to entertain a pool of diverse personalities. Furthermore, various topics cannot be trained using several delivery methods; for example, on-the-job training of an employee on morals and values would be difficult.

Why is the nature of training delivery important to the overall success of employees? The text answers this question in three simple words, “Practice Makes Perfect.” Employees make up an organization; and how they are trained, reflects the successes of that organization. In the four functions of management, training or training delivery exists in all four aspects. In each of these functions, although various techniques of training delivery methods exist, these methods serve a purpose, a purpose to build familiarity of responsibilities, increase organizational knowledge, provide direction, and control input/output.

“Can be classified in three ways: information presentation, simulation methods, or on-the-job training” (2005, p 305). Through information presentation, such as through lectures or interactive media, trainers disseminate information through visual and/or auditory methods. As one of the more common techniques used today (e.g. through higher education), the organization providing the resources may cost effectively train multiple individuals and employees simultaneously. With simulation methods, training providers are able to mimic specific events; in turn creating a realistic platform for trainees. On-the-job training, categorically, is an approach that coaches and prepares employees with particular workforce procedures. Impacts include: providing physical experience for trainees and the integration of work life incidents; which provides employees and organizations the ability to measure and prepare work habits and work flow.

While I have yet to implement a specific training program, due to our early stage in the recruitment process, in my previous organization we used all three training delivery methods outlined by Cascio. Despite each method’s effectiveness, the prime preparation method used was the simulation system. Simulated systems of training, where training team leaders, each being technical/operational experts within their own fields, i.e. communications, intelligence, weapons, and tactics, led simulation efforts through specific training cycles. Within these cycles, “technological and theoretical” models were used. However, as technology grew, the training and education of such technology to personnel became limited and sometimes impossible. For example, as technological equipment is upgraded and advanced, essential personnel dedicated to operating the equipment lacked the proper training and education. How? Due to the lack of monetary assets, economic funding, educational facilities, training grounds, schooling foundations, and the lack of sufficient training dates. Predominantly, prospective learners were deprived of proper training and education. Although I am a strong believer of hands on training, I believe hands on training should exist with knowledgeable trainers and educators. Training oneself to educate oneself is difficult and a tedious process.

My recommendations are: In order to prevent the miseducation of personnel, wasting personnel hours, or wasting monetary assets (which of course could be used on more important or future assets), fusing the essential strengths of personnel power, training, education, and technology will increase sync research, a better knowledge, a more absolute understanding of technology, and increase the efficiency of the organization. With that state of mind, military personnel would be able to work smarter and not harder.