Importance of Practice in Employee Training and Development

If we go way back to 1879, we can take a look at one of the most iconic examples in history of how repeated attempts, or practices, if you will, led to one of the greatest inventions in history: the invention of the light bulb. This highly respected inventor, Thomas Edison, once said, “I have not failed. I’ve just found 10,000 ways that won’t work. Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.” Thomas Edison certainly had his extreme amounts of practice in while trying to develop the perfect concoction to complete the light bulb. It is estimated that he tried more than 3,000 different ways to invent the light bulb, before he found the one that worked. I don’t have exact numbers here, but I would say that he got in his 10,000 hours of practice. Instead of letting his mistakes hold him back, letting them drag him down, letting them cause him to quit, he used them to help get him where he wanted to be. He learned what he should and shouldn’t do each time, and with all this practice of trying to create a light bulb, he ends up inventing the same thing that caused him so many long and hard hours of practice. Another example of how the mistakes you can learn from and fix through practice to come out on top is the story of another Olympics gymnast known as Aly Raisman. In the

During this stage, the learner will more than likely experience difficulty when learning a new skill. By using part practice, it allows the set of discrete skills to be practiced in isolation. This ensures that the foundations of the skill have been learnt in order to limit any errors. Another advantage is that the learner can learn the skill thoroughly and makes the application of the skill in other situation easier. If whole practice was used at the cognitive stage, the learner would have a greater chance of making errors when performing the skill and should be used later on in the learning process.

Practice is beneficial only if the person genuinely is interested in what they are doing. Raymond T. Hightower, president of WisdomGroup software company states, “The elite don’t just work harder than everybody else. At some point the elites fall in love with practice to the point where they want to do little else.” Those people

One of the formal ways of reflecting our own practice and identifying strengths, weaknesses and areas for development is during training opportunities. On a course, or at a training day, aspects of ours practice and areas of knowledge that are new to us will be discussed, and this

Repetition of a particular skill enables a worker to become more competent in [performance, and eliminates poor practice.

Practice can be the key to improving. In every area of education, in every sport, with every musical activity, anything that requires a good performance, those who practice tend to understand the material more. Malcolm Gladwell in his book Outliers states just how important this can be. Going off of the idea that “practice makes perfect”, his entire second chapter is dedicated to persuading his audience to believe 10,000 hours is what it takes to succeed. Examples Gladwell provides include how Mozart didn’t create his greatest works until later in his life after he had gained experience, how the Beatles performed in multiple practice concerts in Hamburg, Germany before becoming musical sensations, and how Bobby Fischer and chess grandmasters

According to Dr. Rita Smilkstein’s research into learning, the Natural Human Learning Process explains how the brain develops when someone learns. The first step is motivation to learn a new skill. People get motivated when something becomes a necessity or seems fun to them. Then the second step is the beginning practice. The beginning practice is when someone uses hands on experience and uses trial and error with the skill they are motivated to learn. The third step, she calls the advanced practice stage. In this stage the learner gains control through repetition and continuing practice learning the skill. The fourth step is skillfulness. The learner becomes more successful due to practice and gets positive reinforcement from their results. The fifth step is the refinement stage. This is when the skill becomes second nature and the person can learn new methods. The sixths and final step is mastery. This is when you can teach your skill you learned to someone else

Deliberate practise focuses not only on “learning by doing” but on incorporating clear learning objectives and giving immediate and constructive feedback to the learner. It allows learners to address their weaknesses through repetitive practice. These elements are what make deliberate practise crucial in the attainment of expert

For example, in order for me to learn how to do injections, or draw blood I’d have to practice in a clinic. Doing these tasks correctly means asking others for help when needed, setting a goal, and planning out the strategy to learning it, monitoring my progress, and getting feedback from others about my performance. The best way deliberate practice can help me fully learn these new skills is by practicing them repetitively. You know the saying “practice makes perfect?” You can’t learn how to do billing, or how to administer injections overnight. It takes time, and effort to learn something new. Paying attention to what you’re doing is very important as well.

Imagine playing a game of golf with your buddy Jim. The game has come down to the last putt on the last hole of the course. Both you and Jim golf on a regular basis. Over the last few months, Jim has been practicing on his swing while teeing off. You on the other hand have been practicing over the last few months on your putting. You are both about ten feet away from the hole. Who has the better chance of sinking the ball? That's right! You do! It really is that simple, if you practice something, when it comes time to use it, you will be more able to do it than someone who has not practice it. Plain and

Believing practice does improve performances in the daily life, in some aspects not in all. For example, learning how to play the guitar. Having lots of practice, time, and dedication the improvements will kick in, never expect it to come in suddenly. As in driving, drivers can gain some practice but would not ever be perfect. When starting to drive the driver may start off not knowing when to brake in time or even how to parallel park. When the situation of parenting. A parent would never know how exactly to treat or react with the first child. It will take time, but always have in mind parenting will never come out perfect. College students have the advantage of having the knowledge of knowing how to study. The college student has had more

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

Provide training that is specific to improve current performance, general to provide wider skills and advance to prepare

Our textbook defines training as “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (p. 284). Training helps employee develop the skills and knowledge needed to perform their job correctly. In order for organizations to determine what kind of training is needed, organizations must conduct a needs analysis. The needs analysis helps determine the best training for the organization’s needs. There are three types of needs analysis that are typically conducted. These need analysis are: organizational analysis, task analysis, and person analysis.

The scope of this study is restricted to examining the manpower training and development needs at Zenith Bank Plc.