The Best and Worst Training Experiences Research Paper

The Best and Worst Training Experiences - Research Paper ExampleElements of develop design include setting learning objectives, developing instructional strategies, evaluating performance, ecological succession objectives, and content establishment, and the application of knowledge and skills (HSS, 2012). A trainer should choose the trump out form of rearing from the list of available options for better results. This paper will read both my best and worst training experiences as an employee with reference to the book, Employee Training and Development by Raymond A. Noe. My training as a endeavourr is probably the best training experience I have had for years. Since my earlier years, I had always hoped to become a driver. Therefore, when the chance came I took it with enthusiasm. I took the training for a heel of reasons. Firstly, I had hoped to own a car in a few months time and therefore I had to learn the skills of driving to be able to drive my own car. Secondly, I had a jo b in a food store where I was required to have a driving license as an additional skill. Therefore, the management sent me to a driving school for training. The objective of the training was to equip me with the necessary driving skills and road safety rules that would enable me to channel foodstuffs around my state effectively, safely and without breaking any traffic rules. Actually, I was not the only trainee in our driving school at the time. The design of the training tooshieed all students who desired to acquire the skills and knowledge in driving. I participated in the training alongside my colleagues. The training took billet in many locations. The theory classes took place in a room suited for a driving lesson while the practical took place on the road. This arrangement was very suitable and conducive for this typecast of training. Different training methods were in application. Lectures and contendions took place in class while skill lessons applied on the road using t he training car (FAO, 1998). The expertise of the trainer was unquestionable. He used convenient language, moderate training speed, gave instructions with an understanding mind, and was very encouraging. His mode of communication was perfect and he offered us chances to discuss and practice. The elements that I appreciated most in the training process included setting learning objectives, developing instructional strategies, evaluating performance, and the application of knowledge and skills (HSS, 2012). The application of the behavioristic psychology theory was clear in the training. I would observe and implement what the trainer was doing on the wheels until it become clear (Mergel, 1998). I can actually say the training was successful and I was able to transfer my learning to my job as I can drive comfortably and safely. However, I would recommend an increase on the practical lessons and the introduction of counseling topics for would-be drivers. My training as a sales represent ative was a bad experience. I had ventured in this training with a hope of securing a part-time job with a soft drink manufacturing company. The objective of the training was to equip me with necessary sales and marketing knowledge and skills. The target audience was a number of students from our student organization. A friend and I participated in the training. The training took place in one of the empty rooms in the company and the training room was not conducive for the training as there was too much noise from the manufacturing machines in the company.