Tyler McCleskey
MGMT 453
Having held multiple jobs in the past, I have been through several training programs, each differing in their means, methods and effectiveness. I feel that two instances of training programs that I have been through stand out to me the most with one being extremely well done, and another being relatively poorly done.
The training that I felt was really beneficial to me was during this past summer for an internship position that I was working. In a way, I was sort of rushed through the official online videos and modules that everyone must complete before working so that I could start on more meaningful work as a way of training me. My boss felt that the most effective way to train new employees was by involving them in real work as soon as possible, similar to the hands-on approach used by UPS in this week’s readings.. While I was a little overwhelmed at first, I became accustomed to this style of learning and was able to adapt to having new information thrown at me, and utilizing the people around me to fill in the gaps.
An example of a training program that I did not feel was very beneficial happened when I was working through Oregon State as a lab assistant. While the information I covered through this program is required of all people working in a lab setting for OSU, it involved clicking through extensive videos, online modules, and tests before I had even stepped foot into the lab itself. Furthermore, the vast majority of the information I was given had nothing to do with the job that I ended up performing for Oregon State, leading to some confusion and frustration after I actually started working.