HRM 6303 Article Review 1

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1 Effective Training Delivery Methods Article Review Christian W. Hallock Columbia Southern State University HRM 6303 Dr. Longo September 26, 2022

2 Effective Training Delivery Methods Article Review “Adult Learners: Effective Training Methods” written by Scott P. Smith (2017) states that adult learners do not want to be taught. Adult learners require more than to just be taught or lectured on materials that the company provides for them. Adult learners require that they be a part of the training as well as feeling as though what they are being taught, will improve their abilities and standing at their company. Smith (2017) states that, “a wide range of training modalities can be used including in person classroom sessions, virtual live sessions, and self- paced e-learning.” Not every person will learn or be successful at one modality and therefore training development should include as many as possible to ensure success. To instill an effective training program, the inclusion of assessment, delivery, and validation will help to develop and fine tune training that fits the adult learners needs. Summary Scott addresses the various methods to incorporate into trainings within the professional world when dealing with adult learners. The article addresses the use of tools, learning environments, methods of review, inclusion of staff, and how to bring it all together to develop a unique and effective training program. Smith states that, “ OSH trainers must continually adapt training content and training delivery (2017). This article provides options for trainers to assist with the adaption of adult learner training. Analysis

3 One key point that the author addresses that leads to a positive impact on knowledge retention is providing the employee with the knowledge of why the training is important and how it will influence their abilities. “Adults value training if the think it will help them reach a goal” (Dalto 2015 p.2). Many employees strive to become better employees. Whether for a monetary reason, a need to help improve for the sake of the company, or just to feel accomplished within the company. When training is seen as a tool to obtain their personal goals within their specific jobs, the employee will learn and retain that knowledge more effectively. Employees deserve to know what is in it for them. To know that the training will benefit them and not just the company. The author addresses the three-step process for adaptation and delivery. The steps include identify the needs, determine the delivery method, and allow for validation of the course/training. The first step of identifying the needs refers to what the training is going to be about. Asking the question to determine what specific knowledge the employee needs to succeed. The second step is the delivery method: cognitive or behavioral. Cognitive is explained as more of a classroom or lecture type of delivery like what many have experience with throughout schooling. Behavioral allows for the hands-on learners to become involved with the material and apply it. Not everyone learns the same way, however it must be determined as to which method, or how both, will be utilized in the development of the program. “Additionally, incorporating site-specific visuals into training materials helps employees develop clear idea of what is expected of them” (Smith 2017). Finally, validation of the program through testing, surveys and feedback from the staff that attend the training. This assist with improving the training program to provide the most effective program possible and the allow for success to be achieved by the employee as suggested by Smith (2017).

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4 Employee driven content is also discussed within the article. The importance of employee driven content is to allow the employee to play a role in the training development and delivery. Many members have varying years of experience and knowledge that they can offer for the company. By allowing the employee to assist in the development of the training, it gives an additional sense of value to them. That they are an asset not just a staff member is very important to many employees. One other item is that employees respond positively to experts on the topics rather than with just learning materials. Employees have a confidence in the professional, and they feel that the questions they have can be answered or explained more thoroughly. Conclusion Scott P. Smith (2017) effectively reviews multiple methods and tools to utilize within an organization training program. Encouraging the use of multiple methods of teaching, the use of technology, the inclusion of employee development, and providing methods to review the program is an excellent process when creating a training program for the adult learner. It is in any organizations best interest to review this material and to incorporate it within their systems, to ensure they provide effective training to a diverse adult audience.

5 References Dalto, J. (2015, July). Adult learning principals for safety training. OHS Online. https://ohsonline.com/ Articles/2015/07/01/Adult-Learning-Principles-for -Safety- Training.aspx Smith, Scott P. (Dec. 2017). Adult learners: Effective Training Methods. Professional Safety. Vol. 62 Issue 12, p22-25. 4p. https://eds-p-ebscohost-com.libraryresources.columbiasouthern.edu/eds/pdfviewer/ pdfviewer?vid=1&sid=3baa281b-570f-4fa5-a611-de2fa3a13989%40redis

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