Using Gagne-Briggs Model

Gaining attention: they are able to cause motivational change. In the UPS training session, attention is drawn to trainees through the use of presentational aids that had been purposely been designed in a manner that is meant to attract them.

Enlighten the learner of the goals: This involves making the goals of the company known to the entire worker. Description of expected result is provided.

Provoking memories of basic skills acquired: here they allow memory activation. Hanging posters in stores serves as a reminder all the times.

Material presentation: This gives effect to symbolic coding. The use of images and pictures, assist an employee to remember.

Provision of guidance during learning: This acts as rehearsal times by workers what they have learnt. Workers get to learn practically.

Performance being elicited: The behavior of employees is molded to fit the goals of the firm.

Provision for Feedback: here, the correctness of information must be guaranteed. This will help in evaluating of success of training program. 

Assess Performance: The trainees demonstrate applications they learnt. Objectives of the training must be achieved.

Retention Enhancement and Transfer: there is provision of reviews, done at this point.

Self Critique of the Training process

The aim of this essay is to make an evaluation of the role played human resource management department in training process. The success of each and every company is determined by how well resources are pulled together to meet the organisational goals and objectives (Youndt, Snell, Dean, Jr, & Lepak, 1996). Therefore employee training is a key to success and should never be assumed. In the case of United Parcel Service, the training has great impact to the reputation and image of the company among its customers. The training module was successful to a greater extent with the methods used for training making a notable appeal to the store’s casual workers who did the loading and off-loading.

The organisational training module used in the UPS case was clear as it did not involve complexities and focused on getting the workers learn with much ease as it were possible. Again, the training process had generally been an appropriate meeting the target of getting goods to customers while still in good condition. Finally, the module has been found to be logical as it involved reasonable training methods that were able to meet the intended results by the trainers.

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During the training, the participatory role by the workers was evident, due to the training methods that were in use. Trainers would ask for the observations and experiences the workers had while at their duty station. Moreover, to give a clear understanding, workers were being requested to demonstrate what they had learned during the training sessions. In the whole process, only two methods were used. However, they were able to provide a motivational difference among the workers on how best to handle products. Finally on their evaluation, the methods were recommendable for use by both adult and young learners as they were able to best capture attention of learners.

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