HRMD 651
Best and Worst Training Experiences
University of Maryland Global Campus
HRMD 651: Current Perspectives in Training and Development
This paper is my own work that I created specifically for this course and this
section. All research or material I used in preparing this paper has been properly
acknowledged within the assignment in accordance with academic standards for complete
and accurate citation of sources.
In today's modern economy, employee training is fundamental for organization success
and prosperity. It enables employees to obtain skills, knowledge, and abilities to face the modern
market's numerous challenges. These employee skills and abilities enable an organization to
attain maximum profitability and competitive advantage over rivals. Moreover, training
promotes the development of positive behaviors and attitudes among employees in an
organization. It also promotes satisfaction among employees. Satisfied employees provide
quality services that promote consumer satisfaction and loyalty. Firms depend on consumers to
earn income and generate profits. Consumers who are loyal and satisfied promote an
organization by the repetitive purchases of services and goods. Thus, most organizations invest
heavily in training programs to enhance their survival and prosperity. Practical training enhances
employees' teamwork, commitment, motivation, work quality, and increased productivity. In
contrast, inadequate training promotes legal problems, injuries, and increased errors, which costs
an organization vast amounts of money. Understanding the effects of good and bad training
experiences enables organizations to develop quality training programs to attain desired
, outcomes. This paper will analyze my best and worst training experiences I have encountered in
my professional life.
My best training experience was when I was training to become a bus operator with
Washington Metropolitan Area Transit Authority (WMATA). The organization target newly
hired employees for their bus operator trainee programs. While most trainees were new, there
were a few that were familiar with operating a bus. However, the training was still universal for
all to ensure every trainee was operating according. They employ onboarding techniques to
increase the effectiveness and efficiency of their management system. All trainees were required
to spend 8 hours and three months in training. The first half of the day, the trainees spend reading
material, watching videos and tutorials, and taking assessments. The other half of the day was
hands-on training driving the bus. The training sessions were located at WMATA headquarter,
but the hands-on driving training was around the city. Once the training was complete, those
trainees that passed the assessments and hands-on training were sent to their desired division,
where they had additional training on the job training.
This onboarding technique also enabled the smooth and quick transition of newly hired
employees to different aspects of their new working environment, such as performance and
social relationships. Furthermore, it enabled newly hired employees to learn and understand
organizations' norms, behavior, and roles (Forbes Coaching Council, 2021). The onboarding
technique created a platform for newly hired employees to meet organization stakeholders to
discuss their relationships, dependencies, and needs. This made me feel valued and appreciated,
thus promoting a better understanding of their goals and mission.
WMATA's objectives for conducting training for newly hired employees were to:
Enhance their skills and knowledge for better performance. Most newly hired employees are
unable to perform organizations' duties to the required standards. Poor performance
contributes to wastage of organization resources, low productivity, and increased damage of
Best and Worst Training Experiences
University of Maryland Global Campus
HRMD 651: Current Perspectives in Training and Development
This paper is my own work that I created specifically for this course and this
section. All research or material I used in preparing this paper has been properly
acknowledged within the assignment in accordance with academic standards for complete
and accurate citation of sources.
In today's modern economy, employee training is fundamental for organization success
and prosperity. It enables employees to obtain skills, knowledge, and abilities to face the modern
market's numerous challenges. These employee skills and abilities enable an organization to
attain maximum profitability and competitive advantage over rivals. Moreover, training
promotes the development of positive behaviors and attitudes among employees in an
organization. It also promotes satisfaction among employees. Satisfied employees provide
quality services that promote consumer satisfaction and loyalty. Firms depend on consumers to
earn income and generate profits. Consumers who are loyal and satisfied promote an
organization by the repetitive purchases of services and goods. Thus, most organizations invest
heavily in training programs to enhance their survival and prosperity. Practical training enhances
employees' teamwork, commitment, motivation, work quality, and increased productivity. In
contrast, inadequate training promotes legal problems, injuries, and increased errors, which costs
an organization vast amounts of money. Understanding the effects of good and bad training
experiences enables organizations to develop quality training programs to attain desired
, outcomes. This paper will analyze my best and worst training experiences I have encountered in
my professional life.
My best training experience was when I was training to become a bus operator with
Washington Metropolitan Area Transit Authority (WMATA). The organization target newly
hired employees for their bus operator trainee programs. While most trainees were new, there
were a few that were familiar with operating a bus. However, the training was still universal for
all to ensure every trainee was operating according. They employ onboarding techniques to
increase the effectiveness and efficiency of their management system. All trainees were required
to spend 8 hours and three months in training. The first half of the day, the trainees spend reading
material, watching videos and tutorials, and taking assessments. The other half of the day was
hands-on training driving the bus. The training sessions were located at WMATA headquarter,
but the hands-on driving training was around the city. Once the training was complete, those
trainees that passed the assessments and hands-on training were sent to their desired division,
where they had additional training on the job training.
This onboarding technique also enabled the smooth and quick transition of newly hired
employees to different aspects of their new working environment, such as performance and
social relationships. Furthermore, it enabled newly hired employees to learn and understand
organizations' norms, behavior, and roles (Forbes Coaching Council, 2021). The onboarding
technique created a platform for newly hired employees to meet organization stakeholders to
discuss their relationships, dependencies, and needs. This made me feel valued and appreciated,
thus promoting a better understanding of their goals and mission.
WMATA's objectives for conducting training for newly hired employees were to:
Enhance their skills and knowledge for better performance. Most newly hired employees are
unable to perform organizations' duties to the required standards. Poor performance
contributes to wastage of organization resources, low productivity, and increased damage of
