The articles and my experience thus far in this course allowed me to get some early learning takeaways on program training and development. From information from readings, lectures, and class discussions, I learned a key component of modern business education and the reasons why it is important (Salas et al., 2012). During the training process, I became convinced that it was the training and development program that would prevent a shortage of qualified personnel in the organization.
I gained new knowledge, insight, and understanding on solving the problems of inconsistency of knowledge, skills and abilities formed in educational institutions with the real requirements for professional and managerial competencies presented in organizations. It is important due to the fact that many business organizations have great difficulties in finding and hiring highly qualified personnel (Flandin et al., 2021). The training can be characterized as a model of active learning, implemented in an intensive dynamic form, which is aimed at developing in the shortest possible time the necessary personal and business qualities, motivational attitudes, value orientations, specialized knowledge, skills and abilities. Therefore, it is important to know the various aspects of training and development for the successful development of the organization through the personal development of each of the employees.
Some areas of program training and development that were unclear and I have a better understanding of now include the opportunities and limitations of training. I intend to use the skillset from this class in future endeavors. Through the application of the acquired skills, the staff in my organization will be trained with a clear awareness of the possibilities and boundaries of its application without mixing different training models (Periyasamy, 2021). This will lead to an increase in the effectiveness of staff training. The use of the skillset from this class will help me navigate the conceptual foundations of high-quality staff training within the framework of training programs in accordance with the principle of effectiveness.
I feel more confident in myself and my knowledge as a result of studying the course. Those feelings allow me to continue to actively work on studying the course, even when I do not succeed (Periyasamy, 2021). When faced with difficulties and obstacles on my way to knowledge, I understand that I must overcome them in ways that are favorable to myself, and not stop or reduce the requirements for my expectations from the course.
I feel the emotions in such parts of my body as my head and chest. Such a strong emotion as self-confidence causes certain sensations in the head, neck and shoulders, and chest. When I think about the fact that I already have a lot of knowledge, I automatically relax the muscles of the jaw, complemented by relaxation near the eyes and mouth, and it becomes warm in the chest area (Periyasamy, 2021). For me, this means deep self-confidence, which is both rational and intuitive.
However, I understand that there are still some areas where I need more clarity. At the moment, such an area for me remains the evaluation of the effectiveness of the training and what indicators are better to determine it by (Periyasamy, 2021). Both of the two readings align with my experience in this course thus far. They provide me with clear and reasoned answers to all the questions that I had at the beginning of the course. In addition, the content of the readings also reveals aspects that I didn’t think about, so I can conclude that my expectations from the course are being met at the moment.
References
Flandin, S., Poizat, G. & Durand, M. (2021). Improving resilience in high-risk organizations. Principles for the design of innovative training situations. Development and Learning in Organizations: An International Journal, 66(2), 1–4.
Periyasamy, R. (2021). Where companies go wrong with training and development. Business Community. Web.
Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations: what matters in practice. Psychological Science in the Public Interest, 13(2), 74–101.