Workplace Training Strategies

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Everyone brings different strengths and talents to their job. However, it is also fair to say that individuals with and without learning disabilities (LD) will find certain job-related tasks to be difficult and even problematic. The following is a list of some of the specific ways that your learning disabilities can interfere with success at work:

In its rush to embrace progress and technology, the Army, the Defense Department and organizations across America adopted distance learning, at least as far back as the 1990s, when computing power and the Internet promised to connect people and institutions in virtual ways that were previously unimaginable.

Home Depot USA Inc. was recently cited for six, including two repeat, one willful and three serious safety violations, at its home improvement store on North Kimball Avenue in Chicago. The repeat and willful violations involved lack of training and maintenance for powered industrial vehicles. Proposed penalties total $110,700.

No company is immune to workplace violence so every company should prepare for it and, clearly, prevention of workplace violence training is essential. Four essential components that training should cover:

From The West Virginia Record: Use of temporary employees has become common. Work injuries to temps is due in part to a lack of communication and confusion regarding the responsibilities of the host employer and the temporary employer regarding the health and safety of temporary employees.

Corporate emphasis on training: Many companies are operating with lean staff, due to attrition and not replacing staff, and also downsizing during the last few years due to a difficult economy.

Organizations don’t rely on the science of learning and training. Many are ignorant about what it is know about learning and training and development. Organizations have myths about training. An unskilled employee attends training, when they return there is the expectation of an immediately changed, improved, skilled worker. That’s an incorrect expectation. Companies in general have simplistic views of training.

Why do employees break the rules? Let me take the liberty to focus on reasons that appear to be surfacing more often today according to my experiences

First-line supervisors are the link between where strategic decisions are made on high with where the work of the organization gets done.

Can organizations learn anything from the simple ant?