Learning Methodologies and Training Technologies



Learning Methodologies and Training Technologies

Chapter 5: Case Summaries

Case # 1

Mechanics all around the country attended a training session of 3 days that was conducted by the manufacturers. The purpose of training was to understand the electrical systems in 3 different automobiles' lines as those have been so much expensive. The training was conducted to see that where the problem has been existed and where it might occur. Wide-ranging electrical problems were covered by training and the problems were rated high by the mechanics. After doing a follow-up of the training in terms of its evaluation, the director of training was dissatisfied as the reports had submitted to him by dealerships that there had not been any improvement in their mechanics way of working or in solving the electrical problems. Case # 2

As a training director, I am required to design a training program that could prepare individuals in becoming certified program managers. There are 5 sections of training and each is consisted of 2 days in a week. There is a separate expert trainer for each section. After every week, the trainers are supposed to measure the learning outcomes of employees. When the results of the trainees were reviewed by me as a training director, then I wondered myself that the results were not consistent, as that were good for two consecutive weeks and then relatively poor in the next week, and this pattern was consistent for even brilliant trainees.

Case Questions

Question # 1(a)

In the implementation of Kaizen, the groups of employees that need training are those who are involved in the continuous processes of improvement. This concept is basically related with the quality improvement in businesses or organizations either it perform a function or manufacturing or the marketing. Those groups of people who are bound for eliminating wastages in overall systems or organizational procedures through bringing improvements in standardized processes and activities must require training, as this is not an easy task. When those individuals are trained they are enabled to better understand the fundamentals of Kaizen, which is needed to link into overall efforts of Six Sigma. The trainees are organized in a way that could support the overall training design, as the training is designed in specific ways by considering the needs and requirements of skills that are required to improve in specific groups of employees.

Question # 1(b)

In the sort of training that is intended, some of the learning objectives are as follows:

How improvements in overall systems can increase their work performances in totality?

How learning abilities can affect their quality improvement?

How the quality can be improved and maintained for long-term?

What are any or some alternatives for working with quality so that the total outcome could be improved? (Anthony, 1999).

Question # 1(c)

For every group of employees that need training, some of the organizational constraints are existed that are required to be incorporated in the training design. Some of those constraints are as follows:

Inadequacy of training personnel

Unavailability of Training Materials

Scheduled Conflicts

Poorly ...