Training and Development Questions & Answers

Key Topics

Question 1

Blanchard and Thacker (2013) state that on-the-job training is "the most frequently used training method" (p. 225). Have you experienced any on-the-job training? If so, were any of Gagne-Briggs’ Nine Events incorporated into the training?


Blanchard and Thacker (2013) have stated that on-job training is one of the most frequently used training methods. This is a fact and the method of using on-job training is so much popular because of the fact that it provides ample opportunity for the employer to know about the capacity of the employee and it also helps the employee to understand the perspectives of the employer. 
I have experienced on-the-job training and I have learned a lot from such a training process. 
Gagne-Briggs’s nine events were incorporated into the training. The training gained my attention and the attention of other trainees and it potentially informed the trainees of the objectives of the entire training process. The training was designed in such a way that it stimulated the recall of prior learning. It was thorough in presenting the content and the training also provided learning guidance in a thorough manner (“Gagne’s Nine Events of Instruction”, n.d. ). Moreover, the training provided the needed instructional support along with varied learning strategies (“Gagne’s Nine Events of Instruction”, n.d.). The training was performed using examples and non-examples and it did provide case studies, analogies, visual images and metaphors to make the trainees explicitly understand the content (“Gagne’s Nine Events of Instruction”, n.d.). Furthermore, the training elicited the level of performance (“Gagne’s Nine Events of Instruction”, n.d.). It had also been observed that the on-the-job training facilitated learners’ elaboration and it helped the learners to integrate new knowledge (“Gagne’s Nine Events of Instruction”, n.d.). Moreover, throughout the training period feedback was provided including confirmatory feedback, corrective and remedial feedback, informative feedback, and analytical feedback (“Gagne’s Nine Events of Instruction”, n.d.). Also, the training was apt in assessing the performance of the trainees. Finally, I must say that the training program motivated me to retain my job. 


Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Boston, MA: Pearson.
Gagne’s Nine Events of Instruction (n.d.). Retrieved February 23, 2018, from


Question 2

You have been asked to develop a diversity awareness training session for managers. This will be the first in a series. The goal of this first session is to introduce the company’s policy regarding diversity and the importance of having a workplace that embraces diversity and inclusiveness. Review the examples of learning objectives in the Writing Good Learning Objectives (I-TECH, 2010) reading, then write two specific learning objectives for the session and discuss why you think they will ensure that the training goal is achieved.


The two specific learning objectives for the session would be:
a.    Trainees would learn how to cope with diversity and manage the same. 
b.    Trainees would learn how to promote and sustain diversity within an organization. 
The concerned learning objectives would ensure that the training goal is achieved. This is primarily because; the training is meant for promoting organizational diversity and diversity management (I-TECH, 2010). And hence, if trainees become acquainted with the processes of diversity promotion and management then the entire training process would inevitably be a success in the long-run.


I-TECH. (2010, January). I-TECH technical implementation guide #4: Writing good learning objectives. International Training & Education Center for Health. Retrieved from

Question 3

This week's tool, A Read and Do Test, is an activity that is best done with a larger group. Follow the instructions in the attached document. You could invite some relatives and/or friends over and promise them cookies and punch to help you with a school assignment. It might be fun to do with co-workers at lunch or after work, or perhaps in a staff meeting (if you have good relationships with your boss and your colleagues, they might agree to do it if you tell them it's an assignment for school). But do be careful to keep the tone light -- some people feel embarrassed if they have called out "I have" or counted aloud from 10 to one. It's good to remind people that we live in a society that puts a premium on speed, but not necessarily accuracy -- just think about elections and how the news agencies try to be the first to predict a winner.
Tell us about your experience facilitating this activity. How might a TD professional use this tool?


Facilitating the activity had been a good experience for me. The tool actually made me realize and understand the value of collaboration in a thorough manner. Collaboration is the essence of success and facilitating the use of the tool helped me in understanding this basic truth. 
The tool would be very much helpful for TD professional. This is primarily because it helps in the enhancement of certain skills including organization skill, time management skill, collaboration skill, interpersonal skill, people skill etc. This claim should be supported by citing the fact that a TD professional would be greatly benefitted by the usage of the tool because it would help him/her in the process of understanding the importance of critical decision making in times of crises. The importance of listening and its relationship to task completion should also be promoted by the tool and this promotion would help the TD professional in a thorough manner. 

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