Learning Styles, Motivation and on the Job Training

The first realizeing style is sensing vs. intuitive reading style. perceptual experience scholarly persons like knowledge facts and solving problems by well established methods. contrary intuitive scholarly persons, sensor prentices resent testing on material that has non been explicitly covered in training. (p 169) Intuitive savants very much prefer discovering impertinent relationships and piece of tail be innovative in their approach to problem solving. They disfavor repetition and be better at grasping concepts than sensor learners. unlike sensors, intuitive learners dont like courses that involve a divvy up of memorization and r come to the foreine calculations.In order to get the most appear of training, sensor learners need to be intuitive learners at times and at times intuitive learners need to be sensor learners. The trainer grass serve up the sensor learner by organizing the training by victimisation a problem first method. Intuitors potty be more than(prenominal) k nonty to train especially if the training involves a lot of memorization. The trainer mickle help these people by creating incentives such as a gamy with a reward for memorizing certain key points of the training.Next there is the optical vs. erbal learner. Visual learners remember exceed what they see, pictures, diagrams, flowcharts and demonstrations. 169 Verbal learners get more go forth of words both written and spoken. Visual learners are among the easiest to train. There are a wide variety of materials available to supplement lectures for the trainer to use up to engage the visual learner. The trainer heap help the verbal learner by having handouts of the presentment available or providing paper in which the trainee can summarize the presentation in his/her own words. consequent learners vs. global learners. Sequential learners gain understanding when things are presented step by step. The global learner is one who needs to see the whole picture befo re organism able to absorb the details. The sequential learner can be helped by providing a copy of the lecture material with blank spaces for the sequential learner to fill in key terms and definitions. The global learner can be helped by explaining how each new module fits in with the boilersuit purpose of the training. Active learners vs reflective learners.Active learners need to do something. They can be helped by give waying the information, discussing it, or explaining it to others. Reflective learners prefer to theorise well-nigh the new information before applying it. Lets try it out and see how it works is how the active learner king respond. The reflective learner on the other hand might say, Lets think it through first. The active learner can be helped by the trainer by being placed in group settings. They feature a particularly hard time sitting in a lecture and taking notes.The reflective learner, however, prefers working alone so it might be beneficial to give t his type of learner questions to answer at the end of each training module. One of the most frequently employ training methods is on the job training (OJT). Compare and contrast the characteristics of an everyday OJT program with that of a conventional one. Before the advent of training classrooms, on the job training was the most predominant form of training.. This was comm further referred to as apprenticeship.Master craftsmen passed on their aptitudes to novices who worked alongside of them Today, on the job training is apply primarily for teaching new technology or increasing skills in the use of current technology. Informal OJT consists of using more skilled co-workers or supervisors to train the less skilled or less experienced employee. The lax OJT has not been thought out or prepared (p 236). The workers generally learn on a trial and error basis with some feedback from supervisors or coworkers. It is also done on an ad hoc basis with no regulate centre or process.Wi th informal OJT there arent every objectives or goals and trainers are often chosen on the basis of their technical expertness not their training ability because they havent had any formal training on how to train. This creates more room for error because the trainers are often inconsistent and may even be introducing methods that are not approved by the disposal. Formal OJT programs are just the opposite. They have a guardedly thought out sequence of events. Like informal OJT the trainee gets to observe the trainer execute the job related tasks.Unlike informal OJT, the procedures involved in the tasks are discussed, before, during and after the training. In formal OJT, the trainee does not begin performing the tasks until the trainer feels that they are ready to do so. The trainee is given more and more of the job to perform as he/she masters the each skill necessary to perform the task. Because a trainer is used who is not only experienced with the task but trained as a traine r, the order can be assured that the new employees are learning the tasks more quickly and systematically than in an informal training.Another advantage is accordance of training. The company can be sure that all of the workers performing the alike(p) tasks in any of the company departments or locations willing be performing in the same manner. With formal OJT, inputs and outputs can be assessed to determine if any modifications need to be made to the training. Describe four factors that should be considered when evolution an effective computer establish training (CBT) program. One of the biggest factors to consider is the damage of the program.Developing a CBT can be a costly endeavor. be of the program include the wages of the course developer as well as the wages of the trainees while they are taking the program (p 276). Then the organization must also consider the costs of the hardware and software essential to conduct the training. The company must then weigh these cost s against the subjugate of trainees that will be using the program and how often the program will be needed as well as the frequency of update the material.The second factor to consider is the control of material and the training process. Because the satisfy is built directly into the program, the company has complete control over the content of the learning material that all trainees are getting. This is advantageous for companies with multiple locations because it allows for consistence in the training. Also, the trainees are moved through the training process based on their understanding of each training module.The trainees can also low and stop the training rocess which allows for minimal disruption in production. CBTs can help employees enhance their knowledge. The CBT can present the facts in several dissimilar formats and presentation styles. It also can provide a variety of modules to show the employees how to apply the knowledge to their actual job. Analyze the three t hings an organization should do to locomote a trainee before the trainee attends training. An organization can have one of the best training programs available, but if the trainees are not motivated they will not learn.When conducting a training program, it is important to remember that the trainees all have different learning styles. Each of the trainees will have a different learning style than the others. Most likely they will have a combine of the sensing/intuitive, active/reflective, visual/verbal and sequential/global learning styles. Because of this it is important to remember that a variety of training methods be unified into the training and it is also important to remember that there will be modules of the training that will be more effective for some trainees than others.