A training that I have participated in the past that I found to be useful was the onboarding that I did when I was hired as a crew member at Chipotle. This training was led by another crew member that had been at the job for a few years. She was respected and did her job very well, and this showed clearly while she was training me. She also allowed me to have trial and error with different skills and explained different aspects of my role to me that could allow me to get better. She continued this training with me not only when I started but anytime that I had shifts with her.
A training that I have participated in that I did not find useful was for an internship that I participated in. It felt in this training that I was not allowed to do much of the work, I just had to watch. It also felt that the person walking me through training thought that the steps were easy and did not go through much explanation. I was a lot less connected in this training than my previous experience with Chipotle and I felt it was because of who was conducting it.
Training can be effective when a proper learning environment is created. This is what I felt was lacking most in the difference between my two experiences. Learning environments are shown through meaningful content, opportunities to practice the skills, feedback, and having it be well administered. The negative experience that I had lacked the opportunity to have hands on experience to fully learn what the role was going to require. It also lacked the administration piece which I feel is pivotal for meaningful and effective training. It is important in training settings to set a clear environment that the employee can learn and feel comfortable receiving feedback.
Sources: Lecture 1: Developing Training Programs
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