Sanders HRM 4301 Unit 5 DB and reply

SandersHRM4301Unit5DBandreply.docx Please note that there are two posts needed to successfully complete the discussion board assignment. An initial post addressing the discussion board topic is due by end of day Saturday. A response post to at least one other student is due by end of day Tuesday.  The method of training used can have an impact on the behavior and cognitive learning of the trainees; therefore, in meeting the needs of those being trained, you should consider the various methods of how training is delivered (i.e., traditional vs. web-based).  What are the differences between behavioral and cognitive learning? Describe two traditional training methods and two technology-based training methods. Of the traditional types or web-based types of methods available to you, which would you select when developing training sessions for your organization? Why? Part 2 Please respond to this DB: Amela Tadic Top of Form When designing a training program, it is important to understand the differences between behavioral and cognitive learning. Behavioral learning focuses on actions and is based on reinforcement which means people learn through practice, repetition, and feedback. This approach works well for hands-on training, like role-playing or on-the-job training, where employees develop new skills through direct experience. Cognitive learning is all about understanding and mental processes. It involves critical thinking, problem-solving, and knowledge retention, making it a good fit for training methods that require discussion, reflection, and deeper comprehension (Noe, 2020). Traditional training methods still play a big role in many workplaces. Instructor-led training is one of the most common, where a trainer delivers content in a classroom setting. This method allows for real-time interaction, immediate feedback, and hands-on activities, making it especially effective for complex topics that need discussion and explanation. Another traditional approach is on-the-job training, where employees learn by doing. This type of training is practical and helps employees gain direct experience under the supervision of a mentor or trainer, which is great for roles that require technical or physical skills (Indeed Editorial Team, 2021). Technology has opened up new possibilities for training as well. E-learning, or self-paced online training, is a popular option because it offers flexibility. Employees can complete courses at their own pace, using digital resources, videos, and quizzes to reinforce learning. This method is cost-effective and scalable, making it a great fit for large organizations. Virtual instructor-led training is another tech-based option, providing live training sessions through video conferencing. It keeps the interactive benefits of traditional Instructor-led training while allowing employees to join from anywhere, making it a good solution for remote teams (Indeed Editorial Team, 2021). If I were developing a training program for my organization, I would take a blended approach, combining both traditional and web-based methods. Instructor-led training is valuable for complex topics that need in-depth discussions, while e-learning offers flexibility for employees to learn on their own schedule. Virtual instructor-led training is another great option, especially for remote employees, since it keeps training interactive without requiring everyone to be in the same location. A mix of these methods ensures that different learning styles are supported, employees get both hands-on and conceptual learning, and training remains engaging and effective (Indeed Editorial Team, 2021). Bottom of Form