Week 3 Resources Required Resources Text Blanchard, P N ✓ Solved

Required Resources Text Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc. · Chapter 5: Training Design · Chapter 6: Traditional Training Methods · Chapter 7: Computer-Based Training Methods Articles Cherry, K. (2014). What is emotional intelligence? Definitions, history, and measures. About.com Psychology. Retrieved from Clark, D. (2014). Why instructional system design and ADDIE? Retrieved from Learning styles. (n.d.). Retrieved from

Paper For Above Instructions

Effective training is crucial for the development of skills and competencies within organizations. According to Blanchard and Thacker (2013), training design plays a pivotal role in enhancing employee performance and organizational productivity. This paper discusses key elements in training design and methods, focusing on traditional and computer-based training techniques, as well as integrating emotional intelligence and instructional system design (ISD) principles. Drawing insights from the required readings and articles, the analysis will elucidate how effective training programs can be structured to meet diverse learning needs.

The Importance of Training Design

Training design is a systematic approach that outlines how training activities will be conducted to achieve the desired learning objectives. Blanchard and Thacker (2013) emphasize the significance of aligning training programs with organizational goals and the specific needs of employees. This alignment ensures that training is relevant, engaging, and effective. The ADDIE model (Analysis, Design, Development, Implementation, Evaluation) is a widely adopted framework for training design that provides a structured pathway from initial assessment to post-training evaluation (Clark, 2014).

Traditional Training Methods

Traditional training methods encompass various face-to-face interactions, such as lectures, demonstrations, and workshops. These methods have been proven effective in imparting knowledge and facilitating skill acquisition. According to Blanchard and Thacker (2013), traditional methods foster a direct connection between trainers and trainees, enabling immediate feedback and interaction. However, they may also present challenges such as scheduling conflicts and accessibility, which can hinder participation from all employees.

Advantages of Traditional Methods

  • Direct interaction allows for immediate clarification of doubts.

  • Fosters networking and relationship-building among participants.

  • Hands-on experiences can enhance practical understanding.

Disadvantages of Traditional Methods

  • Can be time-consuming and less flexible in scheduling.

  • Limited reach, especially for remote employees.

  • Potential for varying trainer effectiveness.

Computer-Based Training Methods

In contrast, computer-based training (CBT) leverages technology to deliver training content. Blanchard and Thacker (2013) note that CBT offers flexibility in learning as employees can access training modules at their convenience. This method accommodates various learning styles through interactive content, videos, and simulations. Furthermore, CBT can efficiently track progress and provide immediate assessments, making it a valuable tool in modern training environments.

Advantages of Computer-Based Training

  • Flexible access to training materials anytime and anywhere.

  • Scalability allows for wide distribution among employees.

  • Data tracking capabilities enable personalized learning experiences.

Disadvantages of Computer-Based Training

  • May lack the personal touch and engagement of face-to-face sessions.

  • Dependent on technology, which may pose issues for some employees.

  • Risk of information overload if content is not properly structured.

Emotional Intelligence in Training

Emotional intelligence (EI) refers to the ability to recognize, understand, and manage one’s emotions and the emotions of others (Cherry, 2014). Integrating emotional intelligence into training programs can enhance interpersonal relationships, conflict resolution, and teamwork within organizations. Blanchard and Thacker (2013) suggest that trainers who exhibit high EI can create supportive learning environments that foster open communication and trust, encouraging employees to engage more deeply in their learning.

Instructional System Design (ISD)

The principles of instructional system design (ISD) are essential for creating effective training programs. ISD emphasizes a systematic approach to designing educational experiences that are learner-centered and outcome-driven. Clark (2014) indicates that employing the ADDIE model within ISD helps to ensure that all aspects of training, from content delivery to evaluation, are carefully considered and aligned with the objectives of the organization. This meticulous planning can significantly enhance the effectiveness of training initiatives.

Best Practices for Effective Training Programs

To develop successful training programs, organizations should consider the following best practices:

  1. Conduct a thorough needs assessment to identify skill gaps and organizational requirements.

  2. Utilize a blended approach that incorporates both traditional and computer-based training methods.

  3. Encourage participant engagement through interactive activities and discussions.

  4. Integrate emotional intelligence training to enhance interpersonal skills.

  5. Regularly evaluate the effectiveness of training programs through feedback and assessments.

Effective training design is a multifaceted task that requires careful consideration of various factors, including instructional methods, emotional intelligence, and systematic approaches like ISD. Blanchard and Thacker (2013), along with the supplemental articles, provide invaluable insights into creating training programs that not only meet organizational goals but also cater to the diverse needs of employees. By adopting a comprehensive and strategic approach, organizations can ensure that their training efforts yield significant returns on investment in terms of employee performance and satisfaction.

References

  • Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Upper Saddle River, NJ: Pearson Education, Inc.

  • Cherry, K. (2014). What is emotional intelligence? Definitions, history, and measures. About.com Psychology.

  • Clark, D. (2014). Why instructional system design and ADDIE?

  • Learning styles. (n.d.). Retrieved from [Link]

  • Anderson, T. D. (2012). Instructional design for e-learning. New York: Springer.

  • Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating training programs: The four levels. San Francisco: Berrett-Koehler Publishers.

  • Knowles, M. S., Holton, E. F., & Swanson, R. A. (2012). The adult learner: The definitive classic in adult education and human resource development. New York: Routledge.

  • Garrison, D. R., & Anderson, T. (2003). E-learning in the 21st century: A framework for research and practice. New York: RoutledgeFalmer.

  • Salas, E., & Rosen, M. A. (2010). Building eight essential elements of a high-performance team. In Leadership in organizations: Current practices and future prospects (pp. 133-146). New York: Routledge.

  • Sitzmann, T., & Weinhardt, J. M. (2018). E-learning to formal learning: A study of adult continuing education in the workplace. Adult Education Quarterly, 68(1), 30-45.