Southwood School Case Study

Document Type:Case Study

Subject Area:Management

Document 1

Would you require any information about your participants before the training session? 4. How can the trainer ensure skills transfer so employees apply the training to the workplace? 5. How can the proposed training program be adapted to meet different learning styles? 6. How does an organization's culture affect learning and development and why is OC important to overall success? Training session led by an external consultant has both advantages and disadvantages. Seeking external aid is not a sign of weakness. Also, external trainers provide generic training which can accommodate the broadest possible audience with little focus on specific training. An internal consultant has the first-hand experience on the activities of the institution and can offer a more specified training. In the training of the employees, one may encounter participants with a negative attitude toward the training.

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The first thing to do for such a situation is trying to identify the pattern of the negative attitude of the participant(s). The problem could be a faulty training program. Also, the trainer may require the job titles for the managers and the number of the appraisees they will be handling. The trainer will also require to know whether any of the participants have any special needs so as to receive additional support. The trainer may also need to know whether any of the participants have undergone a similar training before and also to identify their preferred style of learning. The purpose of the training program is for skill transfer to the employees so that they can practice what they have learned in the workplace.

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Therefore, a trainer should be well equipped to ensure that the employees benefit from the training he or she provides. The proposed training program should be able to accommodate the different learning styles. For example, the activist learning style could be achieved through the use of games which involve solving of particular problems, working in groups in which everyone is free to give an opinion and also engaging in simplified activities which are interesting and easy to follow. The theorist learning style could be featured through the use of structured activities where logic is involved, provide evidence to explain different themes and use of probing activities. Those employees who prefer the reflector learning style can be considered through incorporating in the training activities that involve analyzing scenarios and reporting on them and also observing roles plays and providing feedback (Robson, 2008).

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