CASE STUDY: Experiential training encourages changes in work behavior and growth in one’s abilities, which is accomplished through a multitude of methods. Experiential training has proven to be cost-effective while motivating employees as well as improving self-awareness, personal accountability, teamwork skills, and communication skills (Ritchie, 2011). Additionally, the training methods provide trainees with direct experience, the opportunity to reflect on that experience, and share models to help trainees to deduce using both present and past experience, while accommodating learning styles and strengths (Ritchie, 2011). Valkanos and Fragoulis identify several reasons why experiential training provides value: 1. Ongoing advances in technology requiring changes in knowledge, skills, and abilities 2. Divergence between theory and practice 3. Mergers and acquisitions of enterprises which tend to bring new jobs, organizational culture, and work content 4. Constant environment of change, from working conditions to processes and procedures relating to organizational issues, quality, and new products or services, and requiring new competencies, duties, or work content (Valkanos & Fragoulis, 2007, p. 22). Method Description On-the-job Training Receives instructions on the functions of their job in their assigned workplace. Simulators Teaches employees on how to operate equipment in a given context Role Playing Developing interpersonal and business skills, such as decision-making, communication, conflict resolution, and solving complex problems. Case Study Develops critical thinking skills to include analytical, higher-level skills, and exploring and resolving complex problems. Games Develops general business and organizational principles addressing application in a variety of situations. Behavior Modeling Used when learning goals are a rule and inflexible procedures.  Provides skills and practice to modify and model behavior. In-basket Techniques A variety of items placed in an envelope that reflects what might be found in an inbox.  This activity is used to assist trainees in developing and applying their strategic and operational skills. (Blanchard & Thacker, 2013, pp. 222-223) References:  · Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Upper Saddle River, NJ: Pearson Education, Inc.  · Valkanos, E., & Fragoulis, I. (2007). Experiential learning – its place in in‐house education and training. Development and Learning in Organizations: An International Journal, 21(5), 21-23. doi:10.1108/14777280710779454 Discussion Question--Choose one perspective in which to respond. Non-HR Perspective:  Your department is not meeting performance expectations. What steps do you take to resolve the issue?   Is training a possible solution; if so, which of the above training methods would be the most effective in addressing the issue? Would you, at any point, involve HR--if so, at what point and why?.

1. CASE STUDY: Experiential training encourages changes in
work behavior and growth in one’s abilities, which is
accomplished through a multitude of methods. Experiential
training has proven to be cost-effective while motivating
employees as well as improving self-awareness, personal
accountability, teamwork skills, and communication skills
(Ritchie, 2011). Additionally, the training methods provide
trainees with direct experience, the opportunity to reflect on
that experience, and share models to help trainees to deduce
using both present and past experience, while accommodating
learning styles and strengths (Ritchie, 2011). Valkanos and
Fragoulis identify several reasons why experiential training
provides value:
1. Ongoing advances in technology requiring changes in
knowledge, skills, and abilities
2. Divergence between theory and practice
3. Mergers and acquisitions of enterprises which tend to bring
new jobs, organizational culture, and work content
4. Constant environment of change, from working conditions to
processes and procedures relating to organizational issues,
quality, and new products or services, and requiring new
competencies, duties, or work content (Valkanos & Fragoulis,
2007, p. 22).
Method
Description
On-the-job Training
Receives instructions on the functions of their job in their
assigned workplace.
Simulators
Teaches employees on how to operate equipment in a given
context
Role Playing
Developing interpersonal and business skills, such as decision-
making, communication, conflict resolution, and solving

2. complex problems.
Case Study
Develops critical thinking skills to include analytical, higher-
level skills, and exploring and resolving complex problems.
Games
Develops general business and organizational principles
addressing application in a variety of situations.
Behavior Modeling
Used when learning goals are a rule and inflexible procedures.
Provides skills and practice to modify and model behavior.
In-basket Techniques
A variety of items placed in an envelope that reflects what
might be found in an inbox. This activity is used to assist
trainees in developing and applying their strategic and
operational skills.
(Blanchard & Thacker, 2013, pp. 222-223)
References:
· Blanchard, P. N., & Thacker, J. W. (2013). Effective training:
Systems, strategies, and practices (5th ed.). Upper Saddle River,
NJ: Pearson Education, Inc.
· Valkanos, E., & Fragoulis, I. (2007). Experiential learning –
its place in in‐house education and training. Development and
Learning in Organizations: An International Journal, 21(5), 21-
23. doi:10.1108/14777280710779454
Discussion Question--Choose one perspective in which to
respond.
Non-HR Perspective: Your department is not meeting
performance expectations. What steps do you take to resolve the
issue? Is training a possible solution; if so, which of the above
training methods would be the most effective in addressing the
issue? Would you, at any point, involve HR--if so, at what point
and why?
HR Perspective: A manager comes to you stating employees are
not meeting performance expectations. The manager wants you
to design and conduct training to help employees improve their
skills and morale. What would you?

3. In developing your response, you want to consider some of the
following elements: ADDIE model of training, needs analysis,
organizational alignment, employee engagement, and other
course concepts addressed up to this point.
Instructions: Your initial post should be at least 250 words.