Discussion Questions

Instruction for Week 5 Discussion 2 Response only

Please Read First This

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.

Below are the Two Discussion needed response (Follow the instruction above to guide your responds)

Ruben Alvarado

Training is an important part of any organization and improving the skills of the workers will make the organization stronger. In my previous position, we had to develop training for the units that were about to deploy and ensure that they understood the material. We had to create the block of training and practical exercises as there was none to start off with.

The first step is to identify the needed training to fill the skill deficiency. The leader of the organization will have to id the deficiency to develop the training plan. This could be anything from an aspect of dealing with production to employee interactions. To deliver the best training the team needs to know what needs to be improved upon.

Once the issue is identified the leader will have to know the audience and the time allotted for training. The first consideration to understand the audience and their learning ability. Facilities are faced with many challenges in developing a world-class training program…Consideration must be given to who is trained…Varying levels of background, educational level, experience, and understanding are represented in most facilities (Turner, 2017). How people will learn to make a significant difference in how the training is going to be administered. People in the group atmosphere may do better with group discussions, while the people who work more individually would benefit more from some of the online training. This will be the defining aspect of how the training is created and implemented.

How the individual will maximize learning to conveying to the employees being trained who will help them add to the strategic goals of the company. When people feel that they are a part of the team they will get more out of the training. If the individuals are just ordered to do the training, there will be no value out of it. They will just complete it and take away nothing.

Sophia Powell

When designing a training program, it is important to assess the role of the organization, expectations of individuals, bridge the gap between learning and individual difference as well as to identify principles that enhance learning. In observing large organizations that have had big growth curves, it is clear there are certain characteristics that contribute to a business’s success. An organization must have a clear vision that includes goals for work ethic and a defining principles that serve as a base for success. The organization must be clear about its expectations, and develop a system of tools and resources for employees to follow to be successful. The organizations goal for success must also include their commitment to their employee’s success. Many companies have an internal intranet, where the company can upload many resources and tools. Here, the company can provide educational resources, as well as insight in to company affairs.

With the advancement of technology traditional teaching and learning is beginning to change. Employees must be open to “e-learning” opportunities, rather than the traditional in person setting. As a result it is the duty of the organization to encourage changes, so that individuals remain progressive in their learning competencies (Blaga, page 44) In turning “failures” into learning and teachable moments, feedback is a method to overcome differences and challenges. As individuals in the company are taught to excel in their roles, they must also receive regular feedback. Often time feedback is requested from employees actively seeking information on performance (Cascio & Aguinis, page 398). However in developing a robust training program, feedback should be offered so that learning never ceases. This will allow for individuals to communicate more efficiently to find commonality among differences of opinion. It is important to enhance employee’s intellectual commitment and encourage them to push past adversity to continue learning. This involves management and leaders being available for discussions and open to having transparent conversations