Training Do For Brown
Abstract
What can Training Do for Brown? is an article written by Paula Ketter that talks the innovative training program UPS has developed for their employees. The new training program was designed to benefit Generation Y workers. The program incorporates technology and many hands-on activities to teach the drivers the skills they need. The article goes in depth on what goes into the week-long training. After analyzing the development of this training program, I can correlate the information I’ve learned to the knowledge I have on training and development. This paper will answer six questions relating the article to eight chapters from the book “Training and Development, Communicating for Success” by Beebe, Mottet, and Roach. …show more content…
(Beebe, Mottet, Roach, pg. 28) There are four general laws: Law of Effect, Law of Frequency, Law of Association, and Law of Readiness. In this article “What can Training Do for Brown?” by Paula Ketter, The UPS training program uses the law of effect and law of frequency to enhance the trainees learning. The Law of effect states that people learn best under pleasant and rewarding conditions. (Beebe, Mottet, Roach, p. 28) In the learning lab, UPS offers different delivery methods to help make learning fun such as simulations and different hands on activities. The 11, 500 square foot learning facility has many different stations leading to a pleasant work environment. (Ketter, 2008) The training program received a 90.8 percent satisfaction rate from the students on all the modules and has had a major difference in success compared to drivers who did not train with the program. (Ketter, 2008) When the drivers had a pleasant environment to learn and had the chance to make learning fun, the drivers learning …show more content…
The main method they are using is experiential activities but they are also offering forms of lecture. They are using the experiential activities as a main part of the training because they are focusing on the fact that this generation learns through technology. They knew that workers didn’t like to sit still so they thought using a virtual world would help them learn. (Ketter, 2008) The company then altered their training by incorporating more technology and hands on learning to train their employees on the skills they needed to do their
What can Training Do for Brown? is an article written by Paula Ketter that talks the innovative training program UPS has developed for their employees. The new training program was designed to benefit Generation Y workers. The program incorporates technology and many hands-on activities to teach the drivers the skills they need. The article goes in depth on what goes into the week-long training. After analyzing the development of this training program, I can correlate the information I’ve learned to the knowledge I have on training and development. This paper will answer six questions relating the article to eight chapters from the book “Training and Development, Communicating for Success” by Beebe, Mottet, and Roach. …show more content…
(Beebe, Mottet, Roach, pg. 28) There are four general laws: Law of Effect, Law of Frequency, Law of Association, and Law of Readiness. In this article “What can Training Do for Brown?” by Paula Ketter, The UPS training program uses the law of effect and law of frequency to enhance the trainees learning. The Law of effect states that people learn best under pleasant and rewarding conditions. (Beebe, Mottet, Roach, p. 28) In the learning lab, UPS offers different delivery methods to help make learning fun such as simulations and different hands on activities. The 11, 500 square foot learning facility has many different stations leading to a pleasant work environment. (Ketter, 2008) The training program received a 90.8 percent satisfaction rate from the students on all the modules and has had a major difference in success compared to drivers who did not train with the program. (Ketter, 2008) When the drivers had a pleasant environment to learn and had the chance to make learning fun, the drivers learning …show more content…
The main method they are using is experiential activities but they are also offering forms of lecture. They are using the experiential activities as a main part of the training because they are focusing on the fact that this generation learns through technology. They knew that workers didn’t like to sit still so they thought using a virtual world would help them learn. (Ketter, 2008) The company then altered their training by incorporating more technology and hands on learning to train their employees on the skills they needed to do their