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 each
· 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?
· Compare the techniques you identified with those identified by others.
Part 1
I have participated in hundreds of training sessions since I joined the military, and most of these experiences have been positive. One of those instances was when I checked into one of my previous assignments at an organization within the intelligence community. Pretty much any command you check into, you have some sort of indoctrination or newcomers brief. The training I went to was a 30,000 foot overview of the various components within the intel community. The various trainers ensured that we were trained thoroughly for 1 week. The training began with an icebreaker. With 35 trainees, each stated their name, what department they work in, and how much knowledge about the course they had. The instructors were smart and very experienced because more often than not when in a training session, employees tend to flock towards the group that they know. This is a comfortability factor. The choice of icebreaker depends on the size of the group. Suppose the focus of training was on listening and communication skills. One approach, if the class is not too large and trainees do not know one another, is to group trainees into triads. If possible, set up these groups ahead of time so that group members do not know each other (Blanchard & Thacker, 2019).
The instructor then discussed his experiences as an instructor, leader, and sailor within the World’s Greatest Navy. We then jumped right into the training material. Everyone opened their training binders with a pen and highlighter, a syllabus for a week, and handouts that included the slides that were shown on the white board, and lines on the sides to add additional information covered verbally. The trainer would give a lecture with visuals of the cyber mission force and their various forces, the history of cyberspace operations, our tasks, what we needed to know about how to operate within the department of defense. Throughout all of this training, we were allowed multiple breaks during the day, hands-on training, role play, randomly getting your name called and having to provide the correct answer, individual in-front of the class step performing simulations based on the information that that instructor provided, and knowledge tests at the end of each week. This training covered a wide range of things that I can reflect on in this course. Training methods consisted of ice breakers, lectures, demonstrations, equipment, simulations, and OJT (Blanchard & Thacker, 2019). The training that I received from this newcomers brief gave me the KSAs and comfortability that were needed to perform my job more efficiently with a better understanding of the organization. I have to say that the training, employee recognition, and additional help with unforeseen circumstances, all played a part on my performance and success.
Blanchard, P. N., & Thacker, J. W. (2019). Effective training: Systems, strategies, and practices (6th ed.). Chicago Business Press. Dyvon G
Part 2
Reflecting on the training session that affected me positively, I would imitate most of the trainers’ methods. My positive training session was with a pediatric home health agency, where we performed our skills in front of a more seasoned nurse. As I stated in the previous discussion, the skills lab was equipped with different stations that we may encounter on a daily basis. The training was interactive and fun. The instructor was well educated and took the time to ensure that all the trainees were comfortable. Everyone learns differently, and the instructor for this agency showed different methods to achieve the same results. The atmosphere was relaxed and casual. I did not feel stressed or tense when performing my skills. The instructor was supportive and gave appropriate feedback. The instructor gave scenarios as to what can happen out in the field and the steps that we should take if we ever found ourselves in any of these types of scenarios.
Trainers should incorporate the individualities of the trainees in order to assist with the training session. Blanchard and Thacker (2013) explained that adult learning characteristics incorporate the value of the trainees’ involvement, their personal options and understanding, as well as their analytical considerations and reasoning. Part of the training required us to watch video, this is great for visual and auditory learners, tactile learners enjoyed the hands-on parts of the training. Having different training methods, allows for a more effective training session. Throughout this class we have learned about the different methods of training. Therefore, I think that when a company is preparing to conduct a training session, the organizational leaders looks at how the training session aligns with the mission and vision statements of the company. According to Bibi, Ahmad, and Majid (2018) employee training is considered the basis for the accomplishment of any company, because effectively trained employees are motivated employees and motivated
employees are retained employees.
The role the training played in improving my individual performance is that it allowed me to use the skills and training that I received that day throughout my career. Furthermore, the learning objectives and designed that was used in my positive training session did support the complete development of the organization. One of the goals of the organization is to have medically fragile children at home instead of in the hospital, and the training that this organization gives ensures that the nurses are fully trained, competent, and comfortable to handle any situation that may arise.
References: Crystal J
Bibi, P., Ahmad, A., & Majid, A, H, A. (2018). The Impact of Training and Development and Supervisor Support on Employees Retention in Academic Institutions: The Moderating Role of Work Environment. Gadjah Mada International Journal of Business, Vol 20, Iss 1, Pp 113-131
(2018), (1), 113. https://doi-org.proxy-library.ashford.edu/10.22146/gamaijb.24020
Blanchard, P. N., & Thacker, J. W. (2019). Effective training: Systems, strategies, and practices.
Retrieved from: https://content.ashford.edu/books/
