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RESPOND TO CLASSMATES POSTS INDIVIDUALLY
HRMN 406
1.I find demonstration-performance training sessions to be very effective. Throughout my career with the Air Guard, I’ve had many opportunities to participate in various types of training - technical training school, pre- and post-deployment training, annual computer-based training, etc. In most cases, I think allowing students/trainees to apply the knowledge gained from instruction sessions sets them up for success. Although handouts and other visual guides can most certainly be useful, sometimes students tend to focus on reading the material when they really should be paying attention to the instructor. I think active engagement with the instructor is also beneficial toward retaining the information.
Additionally, as an instructor, I try to actively engage my audience whenever possible. This can come in the form of a simple question asked to a member of the audience, or even having someone demonstrate material that was covered throughout the course.
2.Competencies are the abilities or attributes, described in terms of behaviour, key to effective and or highly effective performance within a particular job (University of Nottingham, 2016) . They are applicable across a range of jobs, unlike specialist or technical skills which may be job specific. They provide a common language for describing performance and the abilities/attributes displayed by individuals. They focus on “how” tasks are achieved, not “what” is achieved (University of Nottingham, 2016). They are popular in training because they can help match individuals competencies, with job competency models, putting individuals in positions where they can contribute most (Rothwell, 2011). Competencies focus on the characteristics of people who are successful performing the work. They are part of people, not the work they do. Competencies do better in pinpointing the unique characteristics of people that lead to success. A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance. Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills. Competencies are not about duties, they are about people. However, they are different from job analysis (a process) and its traditional output (a job description).
3.The section of the Critical Thinking website that stood out to me the most was the article "Thinking with Concepts." It was interesting to read about how thoughts are conceptualized based upon social conditioning and how one's means of understanding is really based upon how they have been conditioned to think, whether it be based upon surroundings, culture, social structure, etc. This was particularly of interest to me since I work with so many different people on a daily basis, and I have seen where one statement made to a group of individuals can take on different meanings dependent on the various backgrounds of the audience. For example, I might say, "work smarter, not harder" to my group of 23 and have half of the staff understand that what I really mean is leverage the tools I am giving you to follow processes and work efficiently, while the other half may feel insulted and think that I am criticizing their ability to comprehend how to do their jobs. Perception is everything.
HRMN 400
1.Three methods of training are OJT, classroom and programmed training. On the job or OJT is self explanatory, however, is training done in or on the job in the position hired. This is a hands on component. Classroom training is conducted inside a classroom and helps one understand the larger principles behind the training. Programmed training gives a more personable account of the training and test knowledge of understanding. Leaders should have the classroom training, employees should have both OJT and programmed.
Advantages of OJT is the hands on experience, the disadvantage would be who's overseeing if someone is overseeing the OJT.
Advantages of classroom is being amongst peers the disadvantage would be having opinions that take away from the trading being conducted.
Advantages of programmed is the test of knowledge and the disadvantage would be no one is there to provided detailed information to you if there are questions that are not understood.
2.Hi Class,
How will the organization's training needs be determined?
Based on the new employees regulation that HSS have accomplished and new employees, it would be advisable to update existing and new employees knowledge through web-based training. Wed-based training is very effective and occurs little to no cost to the organization and effective for the growth and development of all employee. The fact that funds are already saved by avoiding lawsuit has freed up cash to help facilitate the needs of training and recruitment. Now, that the reorganized job analyses has been successful implemented, it would be appropriate to expand of the skill set and knowledge of each employee. As well as the new updates and review of benefit policies for its employees. So based on these findings the organization would need to equip the employees with the new revised working condition and stability (module 4).
How will HSS know if the training program is being effective?
HSS training could be effective providing web-based assessment and certification at the end. Employees would be given a time sensitive reminder to complete the web-based exercise and provide certification to their supervisor. Based on employees skills based assessment, earned skills, knowledge and experience they could be given task that demonstrate their understanding and concept of the exercise. I believe this is some of the ways that HSS could assess to ensure the web-based training was effective in its organization (module 4).