The Role of Training in Employee Performance Improvement Essay

The Role of culture in Employee Performance Improvement - Essay ExampleSome were focused on the developmental grammatical construction of learning while other theorists suggest learning in the behavioural context. In the constructivist view of learning, thither atomic number 18 two important developments beyond the notion of an accumulation. First, there is a flexibility in cognitive structure that allows change but without the influence of a third party to assist learning. Second, new materials are digested through the assimilation and selection processes.of learning ( slug 2004, p.17). Pavlovian conditioning theory asserts that learning is achieved if appropriate foreplay is given. Piaget has made major contributions to our understandings of the learning process, in particular through his emphasis on human beings as active meaning-makers rather than passive recipients of knowledge (Moore 2000,p.30). Bloom presented the three domains of learning as cognitive (intellectual capab ility), emotional (emotions) and psychomotor (skills). Bloom espoused the importance of progressive learning. As the student progresses and completes a level, the next level as well as increases in the degree of difficulty (Chapman 2005).Recent developments in learning techniques are introduced in the attempt to dyad the gap between theory and practice. But these are not new theories as explained by Moon (2004). For Dewey (1933), reflection is thinking about the self, his function as an individual. Reflective qualities focused on the strengths and weakness typifies the holistic aspirations behind Personal Development Programmes. Kolbs (1984) cycle of experiential learning is a familiar concept. (Reflection n.d.)Elements of Effective development and Development ProgramsNoe and Colquitte (2002) have four criteria so training and development programs are considered effective. The trainees must a) be put together to learn b) be motivated c) learn the content of the training program and d) transfer their training when rearwards on the job. When organizations implement training and development programs, they must inform their employees about the purpose of the program and how it result help them perform their jobs better. The organization must also make it clear to the employees that the training program is meant to amend performance and not nitpick areas where they are deficient. The company can use technology like web-based applications to facilitate training so that it gives participants some degrees of freedom and flexibility. Finally, some testimonial from previous participants will encourage employees to draw together the training sessions.Determining Employee Training ReadinessTo determine training readiness of employees, the Human Resource department will conduct an organizational meeting where parties involved are invited to participate in the discussion. Representative from unhomogeneous departments of the organization can aid in the discussion and analysis of the learning goals and processes. Important inputs must be gleaned about various operational procedures. Participants must maintain a broad perspective on the bodily function and avoid presumptions that would otherwise contaminate the results (Freeman 1993,