Training and Development Report: Learning Methods and Practices

This report delves into various aspects of training and development, starting with a discussion on rewriting training objectives to improve workplace safety and efficiency. It then explores different learning styles, highlighting the results of a VAK survey which identifies the primary and secondary learning styles of the author. Furthermore, the report analyzes Schneider National's CDL training program, emphasizing its features such as assessment for learning, learner-centered environment, and training for understanding. The report also discusses the importance of continuous training and the acquisition of essential skills. The references include sources that support the findings and conclusions presented throughout the analysis of the training and development process.

Running head: TRAINING AND DEVELOPMENT
1
TRAINING AND DEVELOPMENT
Institution
Student
Date

TRAINING AND DEVELOPMENT
2
Training and Development
Rewriting the training objectives
a. To learn various safety rules while in the workplace, for example, how to use the ribbon-
cutting machine. Waiters and other service providers need to learn numerous safety rules
such as clean and organize your workplace, always follow the correct procedures, and
never take shortcuts that they must observe.
b. To learn how to properly handle data using computer software. There are various
computer software and add-ins other than the Microsoft Excel that employees can use to
store data.
c. To familiarize trainees with various resources where they can learn about training
practices. The Internet is just one of the many resources that the trainees can use but
sometimes it can be inappropriate or unavailable.
d. Given a street address in the city of Dublin, Ohio, be able to drive the ambulance from
the station to the address within the shortest turnaround time. Depending on various
factors, 10 minutes can be deemed impractical since they can be too many or too few.
Thus, it would be prudent to train the trainees to cover the distance within the shortest
time possible holding all other factors constant.
Visual Auditory Kinesthetic (VAK) survey
The column with the highest total (7) is auditory learning method followed by visual (3).
This implies that auditory is my primary learning style whilst visual is my secondary learning
style. As an auditory-dominant learner, I prefer listening to what the instructor or trainee is
presenting. I respond to voices, for instance group discussions and lecturers. Besides, as a
visual learner, I tend to absorb and retain information better when it is presented, for
instance, in charts, diagrams, and charts (Conner, Marcia L., 2020).
Questions about Schneider National's new CDL Holders
Various learning outcomes are emphasized in these videos. After the training, the
inexperienced drive is expected to have acquired basic skills and knowledge such as safety
procedures, trip planning, map reading, logging, coupling and uncoupling. However, training
at Schneider National Company does not end after the training; the trainee is expected to
continuously learn new skills through sustainment training opportunities offered by the

TRAINING AND DEVELOPMENT
3
company. Continual training ensures the learner has mastered essential abilities that he/she
needs for safest operation of a vehicle. Various features of Schneider’s training program
such as assessment for learning, learner-centered learning environment, and training for
understanding contribute to successful learning. Schneider continuously assesses the skills
drivers have acquired after completing certain tasks in the training program; this enables the
trainers to evaluate the driver’s abilities and address any area of concern the learner might
have. Besides, the training takes place in supportive environments where learners can acquire
knowledge and skills with ease. Inexperienced drivers who join the Schneider program are
trained to comprehend everything that a driver must know for safest operation of vehicles
(SchneiderCompany, 2020).

TRAINING AND DEVELOPMENT
4
References
Conner, Marcia L. (2020). Introduction to Adult Learning. Retrieved April 4, 2020, from
Conner, Marcia L.: http://marciaconner.com/assess/learningstyle-2/
SchneiderCompany. (2020). Schneider. Retrieved April 4, 2020, from SCNEIDER:
https://schneiderjobs.com/