Two contrasting training experiences I have had include drivers education and onboarding for an organizing company. I found drivers education training very beneficial and effective for a few reasons. First, the course took place over multiple months with a couple sessions a week, each dedicated to a specific topic. As described in our lecture dividing content into chunks is very effective, because it can help people retain information, since we are only able to remember so much at once (Swift, 2021). Additionally, they utilized a variety of training methods, including presentations, hands-on, and group building activities. This helped to create a successful learning environment because it gave a plethora of opportunities to receive feedback, practice, and test learning. Finally, they also geared their classes specifically for teens by highlighting common incidents and relatable real-life examples for that demographic. This demographic adaptation is reflected in both the UPS and Walmart Academy readings from this week. UPS was able to increase the retention and performance of their Generation Y employees by introducing technology-enhanced hands-on training methods. Likewise, Walmart identified that a significant amount of their retail workers were not proficient in reading and math, so they created programs tailored to their positions to address these common issues (Corkery, 2017). By observing and adapting to the audience, the content of the training programs becomes more meaningful and effective.
Alternatively, training for the organizing company had many shortfalls. First, the organization hosted one long session that was information-packed and only presentation-based. Afterward, there was no testing of material which was not only unmotivating but made it feel like a waste of time. Second, the onboarding was heavily focused on paperwork, and we were all presented with large binders which were very overwhelming. As outlined, effective socialization and onboarding processes should avoid this and instead reinforce the organization’s goals, values, and expectations, pair new employees with coworker mentors and help new employees identify and use their strengths (Swift, 2021). It would be very beneficial for the organization to conduct a needs assessment to analyze their organizational context, tasks, and people to create more effective training and development.
Citations-
Swift, Michele, Week 6 Lectures- Training and Development. 2021.
Corkery, M. (2017, August 08). At Walmart Academy, Training Better Managers. But With a Better Future? Retrieved from https://www.nytimes.com/2017/08/08/business/walmart-academy-employee-training.html
Nadira A. Hira, F. W. (2007, November 05). The making of a UPS driver. Retrieved from https://archive.fortune.com/magazines/fortune/fortune_archive/2007/11/12/101008310/index.htm
