E-learning for the Delivery of the Performance Management
The society has already entered a new digital era. Technologies are used every day and should be implemented into the process of education as they contribute to the outlook extension, facilitation of the information access, and fastens the working process. Southwood school administrators decided to develop a new system of performance management. The drawbacks of the previous one consequently led to the creation of the new system that will satisfy the staff and will ease the working process (Robson, 2008).
Originally, the program was based on the Internet; however, during the discussion, the decision was changed to the custom-centered approach. Those participants who received the information to cover per e-mail did not pay much attention to the documents and failed to analyze them. According to the stated above, it should be stressed that the e-learning method to deliver performance management training does not work. The work of HR managers beneficially affects the results, and that is, should be taken into consideration.
The Barriers to a Successful Training Session
The first barrier to a successful training session is that not all the attendants of the workshop read the materials. It should be stated that the awareness of the people regarding the issues raised during the workshop is dependent on whether they have read the information. For the attendants to go through the files, the information should be presented clearly. Moreover, tips would be helpful as they will save the workers time delivering the needed data.
Also, all the activities of the training session should correspond to the age of the participants. They should not be childish. The major objective of the activities should be the reflection of how the theory works in practice.
The last but not the least is that attendants should understand that the implementation of the performance management will be beneficial for them and will improve the quality of work. Some respondents stated that it was only the additional paperwork. The main problem is that the trainer failed to deliver the significance of the project to the audience.
The Advantages and Disadvantages of the Training Sessions Being Led by an External Consultant
To get a better understanding of the issue, some advantages and disadvantages of the training session by the external consultant should be taken into consideration. According to the provided feedback and evaluation of the training program, the advantages are the following, namely knowledge of the trainer, quality of materials, and duration of the event (Robson, 2008). However, the respondents stated that there were some disadvantages in the training session, namely the location of the event and presentation skills of the presenter. It was difficult to interact with the audience as people had different learning needs and professional experience. The most challenging and demanding task was to develop a program that will satisfy the needs of everyone. However, the developers of the new program took into consideration all the drawbacks of the previous one, and it was beneficial for the better success of the training.
Dealing with the Participants with a Negative Attitude towards the Training
It is impossible to satisfy every participant. However, I suppose, that a skillful presenter can change the attitude of the public. The key to success is inspiring, motivated, clear, and professional speech. The presenter should stress the significance of the meeting and interact with the participants.
Training and Development Process in the Manager’s Training Program
It is stated in the case that the trainer considered training and development opportunities. The trainer made more accent on how to develop certain skills and abilities, developing objectives, and the completion of the documents.
Additional Information Regarding the Participants Prior the Training Session
The information regarding the participants would be useful for a better understanding of their experience and background. Although the information should not necessarily be provided, it will considerably ease the process of interaction with the public. The presenter can make an accent of what is interesting to people and what issues should receive the priority.
Essential Skills for the Trainer
The trainer should have leadership, communication, organizational, presentation, and negotiation types of skills. Moreover, a good trainer knows how to cooperate with different people, be flexible, and use the skills of influence to impact the opinion of the public.
Informal or Experiential Learning Technique
The information is an integral part of learning; however, the best way to gaining knowledge and experience is through practice. The experiential learning technique is essential for implementation in the process of education.
Transferring the Skills
The biggest problem is that the trainer can influence the work and outcome of the employees during the workshop; however, it is almost impossible to control the transferring of the skills into the working space. The trainer cannot be responsible for applying the knowledge by the workers in the workplace.
The motivation of the Participants to Learn
The motivated and inspiring person is a perfect role model, and subconsciously people want to have the same skills and knowledge. The appearance, however, plays also a vital role in the perception of the trainer.
Evaluation of the Success of the Training
Although the system of feedback provides a better understanding of the success of the workshop, it should be stressed that it can be estimated during the training. The general mood of the public can be understood by how people participate in the discussion, their facial expressions, asking questions, and attentiveness. The major point is to provide participants with interesting information and interact with the audience.
Rate of the Southwood’s Existing Evaluation Form
I suppose that the rate of Southwood’s existing evaluation form includes all the fundamental aspects that should be measured. Filling the form, the attendants of the workshop can express their opinion regarding the success of the project. There are not so many questions, however, they highlight the most significant parts.
Importance of the Usage of the New Performance Management System
The previously used system did not reach the objective as it was not approved by the employees. The negative feedback proved that the system should be changed. The developers of the new system took into account all the drawbacks of the previous one and addressed the issues and problems. Moreover, they talked to the stakeholders and drew appropriate conclusions. The changes were made on all the levels of the program development, namely planning, designing, and delivering the system. It is important to follow a new performance management system as it was designed with the consideration of the previous mistakes and will facilitate the working process.
Reference
Robson, F. (2008). Southwood school: A case study in training and development. Alexandria, VA: SHRM Academic Initiatives. Web.