Salas, E., Tannenbaum, S.I., Kraiger, K., & Smith-Jentsch, K.A. (2012). The Science of Training and Development in Organizations: What Matters in Practice. Psychological Science in the Public Interest, 13(2), 74-101. Retrieved from http://bayareaacademy.org/wp-content/uploads/Salas-Tannenbaum-kraiger-Smith-Jentsch-2012-best-practice-in-training.pdf
The article by Salas, Tannenbaum, Kraiger, & Smith-Jentsch, 2012, deals with training and development within the context of organizations. The introduction begins with information on spending habits of organizations within the United States in relation to training. They also highlight the importance of such training as it allows for better risk management and reduction in errors. After all, the goals of an organization are to promote competition by giving employees a chance at self-improvement and augmented management skills. Continual education promotes independence and proper run-through in any organization setting from emergency rooms, aviation, to even the military. "Training has successfully been used to reduce errors in such high-risk setting as emergency rooms, aviation, and the military. However, training is also important in more conventional organizations" (Salas, Tannenbaum, Kraiger, & Smith-Jentsch, 2012, p. 74).
There are some downsides to training. Training is not as instinctive as most people...
The authors point out the need to understand training as a science rather than a simple and clear action. There is a wrong and right way to propose, deliver, and implement a training program. Traditional forms of training that do not involve goal setting and so forth need to combine them like they have in other areas of organizational life to avoid pitfalls. "For example, although forms of goal setting, incentive compensation, and 'pay at risk' are now common in other areas of organizational life, there has been a curious reluctance to implement such strategies in conjunction with training and development" (Ford & Kozlowski, 1997, p. 120).
Two of the things the article identifies in its research is that training works and its design, delivery, and implementation also matter. The purpose of the article is then to explain the purpose of training and how it can be used accordingly through literature review. They also state training should be seen and applied as a systematic process highlighting the importance of understanding the before, during, and after phases of the training process. "...training can be thought of as the planned and systematic activities designed to promote the acquisition of knowledge, skills, and attitudes. Effective training takes place when trainees are intentionally provided with pedagogically sound opportunities to learn targeted…
In the process I will expect my students to take control of the learning process by elevating them to the level of the teacher during the learning process. Learners will have personal autonomy. They will also be empowered. Their participation in class will be voluntary. Methods that I will integrate in my training process will include critical discussion and reflection, problem posing, analysis of media out-put, and the use
Training and Staff Development HRM Training and Staff Development This paper recommends a set of activities which Google Inc. can carry out to resolve its HR issues of low employee motivation and lack of training. The major sections of the paper include training program overview, training need assessment, costs and risks analysis, flow chart and time schedule of activities, and recommendations and their justifications. This paper presents a report on resolving the human
Training Development "You need to be pro-active; go and seek knowledge so that you can become a valuable resource to Gulf Air and to Bahrain" Jassim Al Marzooqi, Chief Technical Officer (Marzooqi, as cited in Gulf Air welcomes…, 2009). Communication Counts "You kids need to shut your mouths and pay attention for a change!" "Michael -- if you get up out of your seat one more time, I am going to phone your mother and ask
Training There are several models for organizing training departments, and each has merits depending on the needs of the company. Training often falls within the purview of human resources, or it may comprise its own department. Somewhere in between, there may be departments called organizational development or human resources development that are basically training departments. In smaller organizations, training departments may be nonexistent, as the role of trainer falls to each
Learning and Development Business Studies Business Functions Major Subject: Human Resources Requested Essay Subject: Learning Development Please write essay explaining importance aspects training development business. The essay introduction, body paragraphs a conclusion. Training and development are a major concern for employees in any organization regardless of private or public sector. For a majority of the employees, undergoing training and development are deemed as a source of job security and motivation. The vast
Training Development: Evolution of the Design Training Development: Evolution Desing Training Development: Evolution design Training Development: Evolution design Training and development of employees is an activity that is performed by the Human resource. It is aimed at enhancing the performance of groups and individuals in an organizational setting. Training is focuses on evaluating the performance of an individual while carrying a given task (Brown, 2002). Training and development is the practice of providing workshops,