Southern Engineering, Inspection And Insurance Company

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Another of my teaching methods delivered is by way of ‘on the job’ training which allows me to assess their progress, explore their knowledge and skill by observing and questioning their processes. This method of teaching falls in with Kolbs (1984) four stage experiential learning cycle.

Bringing opportunities into the organization can introduce a business with new ideas and creative ways of solving problems. Occasionally getting employees out of their normal routine can jump-start energy and encourage employees to recommit to their jobs and the company. Learning new skills and interacting with new and different people has a direct impact on the productivity and development of the work environment. Trainings should not be expensive or last for several days in order to be beneficial. Workshops, classes, and cross-training in other departments

The Kolb Experiential Learning theory (1984) drives a large component of my instructional plans. According to Kolb (1984), a person learns through experience and discovery. This theory is built around a learning cycle that involves 4 principles: 1) concrete experience, 2) reflective experience, 3) abstract conceptualization, and 4) active experimentation. Educators initially provide learners with opportunities to use concrete resources in learning about new concepts. Students then review their learning and reflect on the experience. This is followed by the opportunity to form abstract ideas using the new concepts and finally testing the concepts in new circumstances and situations.

Redevelopment Within a Problem-based Learning Culture . . . . . . . . . . . . . . . . . . . . . . . . 18 Integration of Experiential Practice Preparation Within a Problem-based Learning Framework . . . . . . . 18 Evaluation Within a Graduate Problem-based Learning Framework . . . . . . . . . . . . . . . . . . . . . 19 Conclusion . . . . .

Finally, after finishing the implementation process, we need to evaluate the result of the training. The managers could observe and talk to the staffs how the training can apply to their job. By seeing the work performance and getting feedback from the employees, the manager

Experiential learning is a process that basically demonstrates and focuses on the role of experience in the learning process. This process has been explained by various theorists who have developed some theories including Experiential Learning Theory, cognitive learning theories, and Social Constructivist Theory. The Experiential Learning Theory offers a holistic model of the process of learning and multi-linear form of adult development that shows the process with which people learn, develop, and grow. On the contrary, cognitive theories of learning focus on the impact of cognition rather than affect in learning. Similar to other constructivism approaches, Social Constructivist Theory is based on the belief that a learner develops a personal understanding of significant structures of meaning from his/her actions in the world through reflection.

The change of the organization starts with a change of the working personnel’s performance. This can be done by integrating universities that may providing lectures, online classes, simulations, and drills. To enhance the performance of the K. Medical Groups’ staff, simulations and trainings are the most appropriate learning activities that can be used, since they are used by many healthcare facilities and have shown high effectiveness (Williams, 2016). To increase the effectiveness of the trainings and simulations, Kolb’s Experiential Learning Theory will be used, since this model is widely used in healthcare and is recognized as an effective tool that enhances the learning activity (Schröder, Henke,

According to the researchers, the experiential learning is the best way to teach the students. They said that the knowledge process is made with the help of transformation and the series of experiences (Peter, 2010). Later on, the researchers showed that the learning styles is the collection of the characteristics, the ways of gathering information, organizing information and thinking about the information.

The experiential learning model has been quite successful in higher education. It serves as a bridge between the classroom and the professional world. Benefits to students include confidence and clarity about career

Perception trips work best when joined with here and now preparing, to fortify the abilities learned. Such ace grams can profit both the guests, and the foundation visited, mainly if the mentor goes with the learners. Ideally, training courses are best-created by individuals with skills in instructional design, and also have a solid background and knowledge of the topic areas. However, the abilities involved in designing and implementing a training program can be acquired by watching good trainers and observing how they use different

A training assessment can be thought of as the final link in the chain of training development. Without this link, the chain is not complete and there cannot be an assurance that the training was productive. We need to assess the training to determine if the trainee understands and applies what they have learned, incorporates this training into the business structure by reducing time expended on the job and increasing profit, and finally increasing morale of the workforce to ensure this change is effective and will continue down the path it was

Organization loses its momentum and competence when it tries to just solve problems without approaching it from a unique viewpoint. One way to address this issue is by minimizing classroom-like training and incorporate more in-job training approach.

The training should provide an understanding of people accountable for meeting the largest, the most positive changes to which they are capable, sum up to the idea that most people want to do their job well, be proud of their work, can share valuable ideas and not be afraid of the responsibility. People must be prepared for this new role, they should be given the opportunity to experience the success, and they should also be supported and encouraged. As a result of training the company should create a culture in which employees understand what behavior is expected of them and they do not need specific instructions about what to do in each situation.