Training (Wilson Learning)

Employee retention, engagement and careers: Training Wilson Learning
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How does Wilson Learning's "know, show, do" approach fit with the training processes that this chapter described?
The approach at Wilson learning highlights that training needs to impart knowledge, with the learners being able to utilize such knowledge at the workplace. If learning is inconsistent with the roles and duties of the employees, they will not be able to carry out their duties. Additionally, the learning needs to be applicable to the workplace. Training is geared towards specific jobs, but then there is a need for positive behavioral change even if the employees try out what they have learned. The management provides an enabling environment for employees to try out what they have learned by engaging them, and providing clear guidelines for what is expected from the learning, and application in the workplace.
Explain what specific training tools and processes discussed in this chapter you would use to implement a "know, show, do" training approach
Wilson Learning emphasizes the impact of technology on learning, and the on the –Job –Training (OJT), would achieve the objectives of the “know, show and do” training approach. The person is allowed to try the job themselves having learned the different aspects expected in their duties and responsibilities. For this approach, to be more effective the learner needs to be adequately prepared, and they are then likely to be motivated to learn (Dessler, 2015). There is demonstration meant to ensure that the employees understand the operations and requirements in the workplace, and they get to know what is expected. Ideally, the learner should be able to explain the steps to carry out their duties and responsibilities. There is then a tryout with the person goi...