ET & D Q1 Essay Example | Topics and Well Written Essays - 1000 words

ET & D Q1 - Essay Example Formal Learning on Training and development in the Workplace Formal learning is a guided training of the stakeholders. It is a structured, instruction, and guided learning process. It can take place on or off the job but it involves a preparation of an expert or a trainer. The on the job methods include; coaching, job rotations, planned work activities, and training programs. Coaching involves the training of the inferior employee by the superior employee (Hafler, 2011). The job rotations involve the movement of the managers from one position to another to enhance familiarity and experience of the employees. Training positions can also be given to the staff members in different committees to assist them to gain insight in the job. Off the job, training methods are mainly aimed at transferring individuals from the on-going demands and stresses. The employees meet people from other departments, and this provides an opportunity to obtain new ideas when undertaking other contracts. It in volves case studies, business simulations and games, and role-playing (Islam, 2007). Formal learning is an essential part of the development learning practice carried out by the human resource department. It involves the designing and delivery of the formal interventions of making the employees to learn from the trainers. It mostly takes place in the form of a seminar, workshop, or a conference. The training is delivered in the right manner in order to have the required impact to the trainee. The human resource department provides the appropriate standards of the training, the duration of the training, and ensures that the formal training aids in achieving the appropriate objectives. The trainings are usually easy and convenient to understand in order to allow the employees to create a rapport with it in the workplace. Therefore, the training is focused on the learning and the learners, and it is designed to maximize the transfer training. Benefits of the training and development Fo rmal trainings and job development strategies are aimed towards an improved job performance and other positive changes. It imposes the proper job performance behaviour and other unprecedented effects to the organization. This depends on the training delivery method. The impact the trainer enforces on the trainee determines this productivity. The employee is installed with the most current and competitive skills that enables them to stay sensitive to the dynamics. They are able to learn from other trainers on better job performance. The information on the best practices is displayed through the personal and the intrapersonal skills. Therefore, the minorities are able to get advanced in their job knowledge and hence fostering productivity (Clifford & Thorpe, 2007). Trainings also provide the opportunity for employee satisfaction. The employee becomes aware of their requirements through their interaction with other people from the same job fraternity. The sharing of experience between them aids in the fostering of the working relationships. The employee learns to appreciate the dynamics of their jobs, and works towards the achievement of the collective objective. The improvement of the skills they acquire may have the cognitive effect of increasing their morale. The employees acquire the confidence and become competitive in different fields. This may be so beneficial in the debt collection period since their