Nutrition: Learning Styles and Training Essays

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Today we believe that an organization’s competitive success is achieved by people (Pfeffer, 1994). Meaning, skills and performance of people within an organization are critical for progression. Training is understood as attainment and learning of skills and knowledge in order to perform the job and duties efficiently that meets an employer’s expectations. Much successful organization’s utilize and invest a large portion of cost into training believing that educating new employees will enhance employee performance meanwhile increasing the organizations revenue. There is conformity that knowledge, skills and overall culture behaviors sustained through training is highly important. When it fails to meet such standards training loses its value. Generally speaking, the higher the employees performance the higher the company’s productivity and in the long run, the higher the retention rates, cost probability, and productivity.
Training Evolution-History and Background
Before World War II, the orderly types of occupational training that have been developed today are now unusual learning methods practiced in workplace today. In early years, training procedures were fulfilled by experience within the workplace. For inexperienced employees it was beneficial to spend a course of time shadowing with high performing staff members to access the knowledge required to meet company expectations. Employees unable to find assistance from fellow collogues, work preparation was a matter of trial and error. The transition toward structured training began near the 1950s with integrating “trade” courses into high school curriculum. Implementing business courses to educate young adults on the job skills in a structured atmosphere became a routine. As time transgressed this education program was progressed more commonly in the public education systems, then soon shifted into the work place. However, structured safety preventions on the job site were not established until the 1970s when Occupational Safety and Health Administration (OSHA) were founded and became influential in enforcing safety procedures. The upbringing of OSHA brought many positive attributes to employers to maintain safe environments free from unsafe work conditions. However, there were also a lot of negative views of the OSHA from organizations that had created well structured training programs but were complied with safety assessments given from external parties even if the current training curriculum worked effectively. Companies were ordered to share federal safety practices with staff members and developing programs to enforce, monitor and report compliance relating to the regulations given by OSHA (Osterman 1995).
Which evolved into a new generation of training, there continued to be many errors that needed to be revised and changed through occupational training programs. At this time the American personnel contained participants from the Great Depression, Veterans from World War II, and the baby boomers. These formed a diverse culture full of differences in values, learning styles and generations. Due to the amount of diversity in training groups, learning barriers arose amongst trainees because most the programs consisted of a “one size fits all” mentality. This approach didn’t fulfill the learning needs among untrained employees. Due to the lack of productivity from these employees, companies adopted the idea to add multiple training styles in- turn would personally engage and be custom to different audiences from one generation to the next. Professional instructors teaching these programs began around this time and are still common today. With modern technology, we have more useful learning tools to help each employee advance their knowledge for example: training videos, computer-based training, PowerPoint presentations and more (Altman, Brian 2009).
Complexity of the Training- Effects on Employers and Employees.
There are many
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