Learning, Training, and Development in Organizations
Synopsis
In the book written by Kozlowski & Salas (2009), the focus or concentration is on the training, design, delivery and greater emphasis on the expertise that how the employees can be trained in organization and how cognitive skills in employees can be developed. However, in the book, there is also focused on the advancement in technology as companies can focus on the computer simulation process for the web-based training of the employees. The computer simulation process can help the companies; so that they could focus on the development of employees (Kozlowski & Salas, 2009).
In the book, it is analyzed that companies need to participate in the active role of the learner in their training process. The organizational systems need to be designed accordingly so that there could be a promotion in the learning and development process. To continuous lifelong endeavor in employees; managers can effectively consider the individual differences through influence on the training outcomes. Job knowledge and work experience are focused in the book, authors of the book talk about multidimensional training outcomes; that through effective learning processes, employees can be motivated towards effective work performance and they can be more concerned about their work, and their performance can improve(Kozlowski & Salas, 2009).
There are chapters based on the motivation in training development and how that skill acquisition can be taught to employees. It is analyzed that through effective training process employees can consider the new direction of work and they can get an understanding of the organizational practices can get insight into the regulation of attention, and emotions, etc. Moreover, the principals of developing expertise are also focused; it is known that companies need to hire experts in the training and development process (Kozlowski & Salas, 2009).
Reaction
The book relates to this course because it provides the understanding that how companies can effectively manage training outcomes through stimulating new research. There is a deeper understanding of the aspect and effects related to the training processes. However, the book helped in getting the understanding that how the workforce can be trained for future aspects and how people get more understanding about the organization. The book focuses on the technological aspects, which are how companies can provide better information to employees through the computer simulation process or the web-based training.
For the book critique, it is noticed that there is less discussion on the emerging issues that could be there in an organization while training the individual or workforce. However, regarding modern training, there can be some issues that need to be discussed by the authors of the book. Consequently, other aspects are discussed effectively, as there is the proper discussion on the aspects and individual needs towards training and development process.
Authors of the book have used effective writing style in his book so that readers can get better under using training and development process through getting the insight on the individual differences; because learning and training need of every individual can be different and in this way, mentor or professional can help one to find his/her skills. There are chapters and sub-topic in every chapter so that there could be a better learning about the informal learning processes that need to be considered.
Conclusion
It can be concluded that this book is helpful as there is a great insight into the importance of HR training and learning processes in the organization. Through the implementation of the training and learning system in the companies, there can be acceptance of the organizational knowledge. It is analyzed in the book that professional guidance or organization psychologists can effectively participate in the design and implementation of training as well as the learning process.
Reference
Kozlowski, S. W., & Salas, E. (2009). Learning, Training, and Development in Organizations. Taylor & Francis.
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