The three phases of the program design process: pretraining, the learning event, and post-training.

Phase one is Pretraining, and ensures the work environment (climate, managers, peers) supports learning and the transfer of training. Phase one also includes preparing motivating, and energizing trainees to attend the learning event. Phase two focuses on creating a positive learning environment, including planning the activities that occur during training, selecting a high-quality instructor or trainer, choosing a training room and creating positive interaction with learners, and having a proper program design, and lastly Phase three, post-training, refers to transfer of training, or getting learners to apply what they have learned to their work.

I believe Phase two is the most important phase because it focuses on creating a positive learning environment, including planning the activities that occur during training and includes selecting a high-quality instructor or trainer. The right instructor or trainer, with high competence is able to set the standards to support engagement and can communicate well with learners while managing the training program time effectively.

I attended a training course that included role playing and the trainer noticed that many of the attendees were taking too long for the concept, she had the skilled ability to shift the focus of the training approachdue to the time constraints. Had she not had the keen sense to adjust the training, the designed course would have been ineffective.

Some reasons on- the- job training (OJT) can prove ineffective are because the trainer may pass on bad habits. Unstructured OJT can result in poorly trained employees, OJT should be structured to be effective. OJT can be effective when it is planned out and not a fly -by- night situation, where the trainer takes short cuts in training.

To ensure on the job training effectiveness, an employer should match the learning skills to the employees' and provide constructive feedback by creating metrics to measure their progress.

Technology has changed the learning environment and will continue to evolve.The changes in new technology reflect how to deliver content in ways that's both engaging and effective. Technology simplifies the learning process by making concepts easier to understand. Digital tools allow learners to explore various subjects, conduct research, and access educational materials they may not be in a textbook.

Technology and online tools can be effective in facilitating and reinforcing learning transfer and retention. Feedback can improve learning transfer by identifying your strengths and weaknesses, correcting your errors, and guiding improvement.Digital tools such as quizzes, tests, simulations, or peer reviews are other ways to receive feedback to ensure the learning transfer.