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I am a slow learner so I may have a learnt only a few things but I manage to actually remember and hope that I can implement it in the future in my assignments and works. The first big lesson I learnt is how that we should use the tools given to us properly and efficiently so that it lessens our burdens. This is after Dr Siti Mariam gave a lecture about how students don’t actually take the time to look through E-leaps and look at the finer print. I find it particularly important, especially in the Human Resource field where focus and detail is very important so that no mistakes happen during work.

Another lesson I learnt that there are 10 learning units in the course, something which I didn’t know or usually notice when I enter lectures.

I feel like it was an interesting class and am looking forward for the next class

The first step in the training designing process is conducting a needs assessment. This is needed in order to determine whether the training is needed for the employees. By conducting a full scale analysis through the organization, individual and also the tasks at hand, we can determine whether carrying out training is more beneficial or harmful in the long run.

The second step is ensuring the employees readiness for training. This is a phase where we determine whether the employee is suitable to go through the training courses as advanced training courses are shown not to work with newer employees. Employees language and soft skills also play a role in determining whether the employee is ready or suitable to go through the training program.

The third step in designing the training process is by creating a learning environment. This is to ensure the employee is able to learn in a variety of ways so that it caters to all kinds of attention spans and also to keep the employee focused while rousing the interest in learning.

The fourth step is important as it is ensuring the transfer of training. This stage is particularly important because it to test whether the employee has learnt and is able to apply the skills learned in training on job. This is further ensured with the help of peers and managers who will assist in ensuring the employees are using the new methods.

The fifth step is developing and evaluation plan. This step is crucial in determining whether the employee has absorbed what they have learnt during training. Evaluation plans vary depending on type of training that they are receiving and the method of which they can be evaluated.

The sixth step is by selecting a training method. This is done by first taking into account the environment and limitations that are given by the organization in order to meet the expectation of peers while also be conducive for the employees to learn.

The seventh step is monitoring and evaluating the program. This is the final stage and constant monitoring and evaluating is needed in order for the program is being carried out as efficiently as possible and also so that it stays relevant with the ever changing requirements and needs of the job market.