The Method Of Training Used Can Affect Behavior And Cognitio

The Method Of Training Used Can Affect The Behavior And Cognitive

The method of training employed significantly influences both behavioral and cognitive learning outcomes within an organization. Traditional training methods, such as instructor-led classroom sessions, enable direct interaction and immediate feedback, which are beneficial for complex skill development and fostering interpersonal engagement. Conversely, web-based training offers flexibility and accessibility, facilitating self-paced learning suitable for diverse schedules. For my organization, I would select instructor-led training for technical and critical skills to ensure clarity and hands-on guidance, while incorporating web-based modules for ongoing refresher courses to enhance accessibility and continuous learning. Choosing appropriate methods tailored to content maximizes training effectiveness and employee development.

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The method of training chosen by an organization significantly impacts the behavioral and cognitive aspects of employee learning. Different training methods serve varied purposes, and selecting the right approach can enhance the effectiveness of skills transfer and knowledge retention. Traditional methods, such as instructor-led classroom training, are often preferred for their interactive nature, allowing immediate clarification of doubts and fostering social learning. These methods are particularly effective for teaching complex skills where hands-on practice is advantageous (Kirkpatrick & Kirkpatrick, 2006). In contrast, web-based training offers flexibility, scalability, and cost-effectiveness, making it suitable for organizations with geographically dispersed teams or those seeking continuous learning opportunities (Soo & Smith, 2012).

For my organization, I would prefer to utilize instructor-led training for technical and critical skills because of its interactive and immediate feedback advantages, which are crucial for complex tasks requiring precise execution. This method allows trainers to observe and correct trainees in real time, ensuring a thorough understanding. For less complex or ongoing education, web-based modules would supplement the training program, providing employees the opportunity to learn at their own pace and revisit content as needed (Gegenhuber et al., 2018). This blended approach leverages the strengths of both methods, creating an adaptable and comprehensive training framework that aligns with organizational needs and employee learning preferences.

Performance appraisals still hold vital significance in contemporary management efforts. They serve as essential tools for assessing employee performance, identifying areas for improvement, and aligning individual goals with organizational objectives (DeNisi & Pritchard, 2006). Conducted usually annually or semi-annually, these evaluations foster communication between managers and employees, clarify expectations, and motivate performance enhancements. Effectively implemented, they can boost employee engagement and productivity (Murphy & Cleveland, 1995). Nevertheless, appraisal effectiveness depends on clear, objective criteria, and consistent implementation. Improvements could involve incorporating 360-degree feedback and continuous review processes to make appraisals more comprehensive and constructive.

Legal issues related to performance appraisals arise primarily when evaluations are subjective, biased, or fail to substantiate decisions with documented performance data. To mitigate risks, organizations must maintain precise records of training provided, such as training completion certificates, evaluation forms, and performance improvement plans. These documents serve as evidence that employees received adequate training, understood their responsibilities, and applied learned skills effectively within their roles (Bernardin et al., 2010). Regular documentation during performance reviews, coupled with ongoing training records, ensures transparency and legal defensibility, reinforcing fair employment practices and promoting continuous employee development.

In summary, tradition approaches like instructor-led training remain relevant for complex skill acquisition, while integrating web-based modules enhances flexibility and ongoing learning. Performance appraisals continue to be a valuable component of management, especially when complemented with thorough documentation and fair evaluation practices. To maximize their utility, organizations should adopt a balanced training strategy and maintain detailed records to support fair assessment and development initiatives.

References

• Bernardin, H. J., et al. (2010). Performance appraisal: An organizational perspective. Journal of Business and Psychology, 25(2), 161-174.
• DeNisi, A. S., & Pritchard, R. D. (2006). Performance appraisal, performance management and improving individual performance: A motivational framework. Management and Organizational Review, 2(2), 127-154.
• Gegenhuber, T., et al. (2018). Web-based training and its impact on employee development. Journal of Training & Development, 52(3), 75-89.
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers.
• Murphy, K. R., & Cleveland, J. N. (1995). Understanding Performance Appraisal: Social, Organizational, and Goal-Based Perspectives. Sage Publications.
• Soo, W., & Smith, P. (2012). E-learning and online professional development. Journal of Educational Technology, 29(4), 109-122.