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Effective and Ineffective Training

Discuss effective and ineffective training. What makes it effective or ineffective? What were the long term benefits? Please use APA 5th edition guidelines to cite references. References should be peer reviewed journals.

I am looking for insight and information for these questions. Thank you.

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Interesting research project! Let's take a closer look through discussion and research, which you can consider for your final copy. It is important to understand that there are many theories about what makes an effective training program, but here are some common threads across theories.

1. Discuss effective and ineffective training. What made them effective or ineffective? What were the long-term benefits? Response should be between 200-300 words. Please use APA 5th edition guidelines to cite references. References should be peer-reviewed journals.

The goal for any trainer is to present effective training and to avoid ineffective training that wastes time, money and effort and is known be decrease motivation in employees. Ineffective training is lacking the essential components of an effective training program, such as a poor design or very little planning, poorly defined objectives or is information presented without active participation of the trainees, and so on. Feedback and monitoring progress is also essential to effective training, which is often absent in ineffective training programs. The long-term effects and benefits of effective training programs are many, including the effective use of resource (cost, time, effort) and an increase in employee motivation, job satisfaction and productivity. Employees embrace training that is perceived to meet their job requirement needs and an active role in learning generalizes the training experience to the work environment. It is not just information, it is training.

Let's take a closer look at some of the research that looks at components of effective training programs.

According to Adult learning theory, for example effective training design should adhere to the two principles of adult learning: presenting material that is practical and the training should be active (Knowles, 1980). Knowles argues that it is essential to recognize that adult learners are different from students, as adults are more self-directed and expect to take responsibility for decisions. This must be considered in training programs in order to be effective. According to Knowles, for example, effective training designs for adults must take into account:

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Solution Summary

This solution discusses effective and ineffective training, and what makes it effective or ineffective. It also discuses the long term benefits. APA referencing.

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