In preparing for the training experience, trainers should prepare the environment for effective learning transfer. Trainers should take into consideration three categories of factors in preparing the training environment: physical, social, and psychological. The physical aspect consists of the weather, time of day, and lighting. The social aspect consists of factors such as isolation, individual, and type of audience. The psychological aspect consists of whether trainees will exhibit fatigue and stress. The trainer is to make the environment so that trainees are relaxed (Goldstein, 1993). Additional variables a trainer needs to consider in preparing for a training experience is whether the training is going to be on-site or off-site. Space requirements and seating arrangements are also key variables. Space requirements depend on whether the trainees need to do a lot of writing or move around. Seating arrangements depend on mainly on the learning styles of the trainees and at what stage of the training process the trainees are in. For example, are the trainees at level one of Bloom’s Taxonomy which is knowledge acquisition? If so, either the theater style or classroom style would be suitable for this level of learning. If the learners are more advanced such as management trainees, then the banquet style would be most effective because it’s ideal for small group discussions and group interaction. Most management training programs use the case study method to focus on developing decision making skills.

A key characteristic for a trainer to prepare for a training experience is to be well-organized. Research shows that training experience facilitated by a well organized trainer results in higher trainee performance. J.S. Randall (1978) developed a checklist that well-organized trainers should utilize.

Instructor preparation and planning checklist

1. Publicized the program
2. Informed everyone of the time, place, and other meeting arrangements
3. Arranged the training room
4. Checked for the physical requirements of the room such as: seating arrangement, podium, drinking water, proper ventilation.
5. Secured necessary aids such as instructional equipment, handouts, projectors, etc.
6. Check to be sure that everything is in working order
7. Establish learning objectives
8. Develop lesson plan
9. Develop enthusiasm for the program

Let’s use an example of training a new stock clerk for the Frozen Foods Department. The Frozen Foods Department is a sub-department of the grocery department. In any week it does around $30,000 per week in sales during the off season, and around $50,000 per week during the holiday season. Therefore, it is clear to see that this is a high profile department. The responsibility of the Frozen Food Manager is to oversee the efficient functioning of the department. This includes inventory and order merchandise, plan and merchandise weekly sale items, monitor overall presentation of department, and supervising stock clerks in the department. These stock clerks need to know the basics of stocking, understanding of temperature control, and cleaning the cases.

In developing a training program for these stock clerks, I would make sure that there is no noise, adequate number of breaks to allow the learners to get food for nourishment, make sure that the room has adequate lighting. I would need to make sure that there are adequate numbers of copies of the Grocery Reference Guide, and any lecture materials that I would need.

About the Author
Nick Roy is the Owner and Editor of The HR Blog. He currently holds a Master of Business Administration and Master of Arts in Human Resources Management from Hawaii Pacific University, and a Bachelor of Science in Hospitality Management from Florida Metropolitan University, Fort Lauderdale. He can be reached at nick@nickroy.com.