DUE TOMORROW BY 4PM CST NO LATER
To help you with your reply, please consider the following questions: 250 words each part 1 and 2
What did you learn from the posting?
- What additional questions do you have after reading the posting?
- What clarification do you need regarding the posting?
- What differences or similarities do you see between your initial discussion thread and your classmates’ postings?
- Ask each other questions about why the specific training methods were selected.
- How do the types of training methods selected by your classmate apply to other learning style(s)?
- Analyze your classmates’ training objectives. Do the learning objectives describe the key conditions, observable performance or behavior, and set the standard for performance? What modifications would you suggest to ensure trainees understand the expectations clearly?
As we have all learned throughout this course, not one person is similar in how they prefer to learn as another person would. This is why it is important that as a trainer in an organization you are aware of the groups who you will be teaching, their titles/positions, the location of the training, and the methods of delivery for training before you begin the preparation for the training. These steps would help you be successful when conducting and delivering training in your organization. I have chosen three types of training methods to review with you all and how they function during the delivery of a training course.
Equipment Simulator (technical skills)
This activity involves the operation or maintenance of equipment. These activities are meant to imitate a process as if you were doing the real thing. The type of activities could be virtually operating machinery, whether that may be an airplane, construction equipment, or navigating a ship. This provides a tangible experience for the trainee to really feel like they are in the moment operating the machinery in real-time, this is also otherwise known as physical fidelity simulation (Blanchard and Thacker, 2019). This learning style and activities accommodate gaming or simulation styles. Some adult learning characteristics that trainees should have to be able to properly practice and incorporate themselves into the training is the willingness to be self-led learning. The negative piece of this type of learning style is that it could be very costly, especially for the equipment needed.
The objective during a training session utilizing the equipment simulator is for the trainee to gain knowledge of the processes, procedures, and meaning of each part of a machine. The skills and knowledge needed for one to gain a good understanding of the training are going to require someone who is hands-on as a preferred learning method and someone who is analytical. Be sure that as a trainer or instructor you are determining the critical thinking skills of each of your trainees.
This activity and method involve the enactment of a scenario in which each participant is given a role to act out. Typically, once the role is acted out, the trainer will review the practice session with those involved and those in the audience and reflect on if there could be any improvement or success. These can come in many environments and locations, it can be in a traditional training group session which can be structured, spontaneous on-the-spot training that could be one-on-one with management, or a single role-play. The learning style that this activity and method accommodates is that of an adult learner who would rather learn from their own experiences during their training sessions and is under the games and simulations styled learning. The only negative thing about this process is that during the time of feedback, trainees are typically reluctant to provide negative feedback to peers (Blanchard and Thacker, 2019). As well as it is only half controlled by the trainer since the other role parts would be acted out by trainees