Training and Development Assignment

DIIS 7 Training

Question 1

In their textbook, Effective Training: Systems, Strategies, and Practices, Blanchard and Thacker (2013) state that on-the-job training is "the most frequently used training method. OJT is the preferred method for training employees for new technology and increasing skills in the use of existing technology (p. 225). Blanchard and Simmering (n. d.) make the same point in the required reading this week. Have you experienced any on-the-job training? If so, was the training effective? Were the steps in the Job Instruction Technique (JIT) described in the Blanchard and Simmering reading followed?

Answer: On the job training should be considered as an effective way of developing skills and that is the reason why on the job training is the most frequently used training method. In their textbook Blanchard and Thacker (2013) have also commented that on the job training is the most frequently used training method and they have considered it among the most effective modes of providing training to an employee. Moreover, Blanchard and Simmering (n.d.) have also advocated the benefits of on the job training. I have also experienced the positive outcomes of on the job training and have also experienced the efficacy of the process. The on the job training that I did receive was infused with steps constituting the job instruction technique (JIT) in a thorough manner. It should be taken into account that the training processes, for the ease of understanding and learning of the trainees, was broken down in steps that were easy to understand and easy to complete (Blanchard & Thacker, 2013). It should also be noted that the four primary steps of JIT, viz. preparation, presentation, performance and follow-up – all were ingrained in the training process and such presence made the training process an effective one. The trainer provided a positive learning atmosphere for the trainees and proper evaluation of already gathered knowledge was thoroughly performed. Such recalling of previous experience and knowledge did help the trainees to hone their skills even better. The steps were presented and demonstrated thoroughly by the trainer and the key points were emphasized while the employees observed. This also made the on the job training an effective one. Moreover, each completion phase was closely monitored by the trainer and this provided ample chances for the trainees to provide and receive feedback on their performance. And all such steps made the training process an effective and beneficial one.

Question 2

You are designing a diversity awareness training session. You have created four learning objectives. Upon completion of the training session, managers should be able to:
Define diversity and terms related to diversity
State the company's policy regarding diversity
Describe three benefits of having a diverse work force
Identify three behaviors that foster a more inclusive workplace
Review this week's lecture and readings. If you had to choose two traditional methods to use in the diversity awareness training session, which two would you pick and why? Be sure to tell us which objective(s) each training method addresses.

Two most conventional processes that I would have been chosen for arranging the diversity awareness training session would have been hiring an external diversity professional and providing a diversity training session in the mode of on the job training. It must be noted that that the training method would have been constructed on the basis of some specific objectives. The primary objective would have been to promote diversity awareness among employees within the organization. Another important objective would have been to help employees hone their interpersonal and people skills so that they would be capable of handling and managing diversity in the long run. 

Question 3

The Week 1 T&D tool, the Listening Skills Quiz, was about assessing how well people listen. This week's tool, the Community Quilt, is more about hearing: did the listener hear what the speaker intended? The Community Quilt is a group activity that can be used for a variety of purposes. Read the instructions for administering the activity, then get a group of co-workers, family members, or friends together and try the activity with them (this activity will have more impact if you have a larger group). Simply read the instructions aloud to the group; do not answer any questions and ask them to keep their eyes closed until you tell them to open them. If all goes well, the end result will look something like the attached photo.

The quilt in the picture was produced by a group composed of two college departments that had just been merged. People were nervous about changes that would have to be made as a result of the merger. A facilitator conducted the community quilt exercise as an ice breaker/team building activity for the first staff meeting of the merged group. After debriefing the activity, the facilitator asked everyone to write on his/her sheet one action he/she was willing to take to help improve communication in the newly merged group. The words and phrases you see on the sheets are the commitments made. The staff members assembled the quilt and tacked it to the wall, where it stayed for the rest of the staff meeting.

If possible, take a picture of the quilt produced by your group and post it with your response. Was your group surprised by the results? What did you learn in conducting this activity? How do you think a T&D professional could use this tool?

The quilt indeed was a successful method in the context of triggering the development of some specific skills among the participants in a thorough manner. It must be noted that the group was thoroughly surprised by the result and this is was because they never had a clue of what the degree of their listening and hearing skills was. I did learn by conducting the quilt that hearing and listening both skills are needed to be effectively honed in order to accomplish success through attending any training and development program. 
 

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References

Blanchard, P. N., & Simmering, M. J. (n. d.). Training delivery methods. Encyclopedia of management. Reference for Business. Retrieved from 
http://www.referenceforbusiness.com/management/Tr-Z/Training-Delivery-Methods.html
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Boston, MA: Pears

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