Overview

What's in This Chapter?

• Explanations of various learning styles and perceptual modalities to incorporate in orientations

• Discussion of organizational diversity issues that programmes must address

Think about your own experiences as a new employee. Did you attend a formal orientation programme? If so, how effective was the experience? To what degree did the orientation experience (or lack of it) contribute to your success (or failure)? Keep in mind that a negative experience during the first few days or weeks of employment can have disastrous results. The new employee may quit or, if the employee decides to stay, he or she probably will be demotivated and will work only to collect a payslip.

In addition to understanding the principles underlying the theory of adult learning discussed in Chapter 1, it's important to consider other needs of your new employees before you design your programme.

As a trainer, you have a responsibility to create a learning environment in which all participants feel free to express and be themselves. You can begin to create this environment when you design a programme, taking into consideration all types of differences, including learning style differences. Not only should you respect the individual differences of those in your sessions; you must make sure you incorporate into your programme design a variety of methods and materials that will accommodate those differences.

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The challenge of meeting the individual needs of participants often may seem overwhelming. Armed with an understanding of today's learners and equipped with a kit...