Course: EWT Effective Workplace Training
The entire course series includes all courses listed on this page
Pricing
Entire course series: $450.00
Training and Organizational Effectiveness
An organization’s effectiveness is directly linked to that organization’s ability to learn. Did you know that organization’s, like individuals, can suffer from particular learning disabilities? This course will guide the learner to understand the many facets and relationships between training and organizational effectiveness.
"Adults are not tall children! The two differ significantly in their responses to learning environments.
For example, adults need to understand the relevance of a learning experience, whereas children are
like intellectual sponges, soaking up anything that comes their way". (Sayers, 1994)
Effective workplace training adapts to the specific and unique needs of adult learners in whatever context
they are found. There is no single 'magic bullet' instructional design or curriculum process
that best meets the needs of each individual learning situation. There are, however, a number of principles
of adult learning that can guide training design and evaluation efforts. By understanding and applying
those adult learning principles that apply to a given situation, the instructional process is much more
likely to achieve stated learning outcomes, enhance learning transfer to the shop floor and optimize
the overall contribution of the training investment to the goals of the organization.
When you install software, you can select the language, modify the visual display, and set other preferences. Some preferences reflect your culture and social background. You also have personal preferences that will make learning something more enjoyable and effective for yourself. These preferences comprise your learning style.
Effective training is directly linked to organizational goals. The Training Needs Analysis (TNA) is
a front-end study used to determine training needs and their relative importance to the organization.
It serves as the foundation for all other training decisions. This course will describe how to conduct
a performance-based Training Needs Analysis.
Establishing Learning Outcomes
Have you ever signed up for a course or workshop based on its description only to have it fail to teach
you "anything"?
When you sign up to take a trip, you expect to travel to a certain destination. Similarly, when you
sign up for a course, you should know where it is headed and how far it will go.
Effective training begins by giving learners clear goals that describe what the learners will be able
or be expected to do as a result of the training. These goals are stated as learning or performance
objectives. Since the purpose of the training is to enable trainees to achieve the learning objectives,
the entire training process-from its design to final evaluations-is based upon those objectives.
Evaluating Learning Achievement
The training process is often initiated because of inadequate knowledge and skills. After a training
program, there should be a good indication that the participants now have the desired knowledge and
skills.
Evaluations are designed to check how closely learning outcomes are achieved, are applied on the job
and further the goals of the organization. Through these kinds of evaluations and participant feedback
about the training program, trainers learn how effective the training program is and how it can be improved.
Delivering Training From a Distance
The rapid growth of communication technology is creating many opportunities for organizations to rethink how they train their people. This course will build upon what you have learned in the first six courses and is designed to guide you in understanding how distance learning methods can be used to deliver effective training for the workplace. This is a large topic, therefore, we have tried to keep it as practical as possible.