with examples please describe the training process

I raiiiirg and learning their t. to Training is a learning To employees. i' useful to know something about how people For three main learning styles: learning through and visual, learning through pictures and print; and kinesthetic, thrm,gh a whole.body experience. Training can hc by identifying learning styles and personalizing thc Thc follmving four guidelines help trainers maximize the effwtiveness Of the traimng process: I. At thc Start of training. provide thc traines with an overall picture of thc material to be presented. When presenting material, as many visual aids as possible and a variety of familiar examples. Organize thc material so that it is presented in a logical manner and in meaningful units. Try to use terms and concepts that are already familiar to trainees. 2. Maximize the similarity E*tween the training situation and the work situa- tion and provide adequate training practice. Give trainees the chance to use their new skills immediately on their return to work. Train managers first and employees sond to send a message about thc importance of the training, and control contingencies by planning rewards for trainees Who successfully complete and integrate the new training. 3. Motivation affects training Outcomes Of any increase in cogni- rive ability. Training motivation is affected by individual characteristics like conscientiousness and by the training climate.V Therefore, it imvwrtant to try to provide as much realistic practice as possible. Trainees learn best at their own pace and When correct responkS are immediately reinforced, aps with a quick "Well done.- For many younger employees, the use Of technology can motivate learning. Simulations, games, virtual worlds, and online networking are revolutionizing how people learn and how learning experiences are designed and delivered. I-earners who are immersed in deep experiential learning in highly visual and interactive environments become intellectually engaged in the experience." 4. Research evidence shows that the trainee% pre-training preparation is a crucial Step in the training process. It is important to create a '*rceived nerd for training in the minds of participants. '2 Also, provide preparatory information that will help to set the trainees' expectations about the events and consequences of actions that are likely to occur in the training envi- ronment (and. eventually, on the iOS). For example, trainees learning to become first-line supervisors may face stressful situations, high Workloads, and difficult employees. Studies suggest that the negative impact Of such conditions can be reduced by letting trainees know ahead of time what might occur."