Running head: UNIT VI ARTICLE CRITIQUE

Abstract
This article examines the different applications of training and how effective or ineffective training can be for organizations by providing the reader with several examples about trainers and trainee settings. Furthermore, the author offers the reader with the appropriate tools to analyze the type and cost relate to training.

Training is the answer…but what was the question? Article Critique.
“The point of training isn’t to create an “information dump”- it’s to change the way people behave” (Rosner, 1999); this is an accurate description on how people perceive training as an “information dump” in my opinion. Too often training is perceived as a punishment rather than opportunity to grow; I have experience this reaction as a trainee and as an instructor in my organization.
In this article the author Bob Rosner outlines training situations and provides examples of the “good” and the “bad” of training outcomes and how important is to have experienced trainers available for training in order to, gather and prepare an effective training section and, to main maintain an appropriate audience’s attention. It is important to mention and the particularly of the article that is outlined in 20 questions with an opening summary that introduce the importance of training to the reader, perhaps with the intention of changing one’s approach to training not the necessity of training.
The main point of the author is to target the training need of the employees of any organization by targeting its manager’s proficiency, Rosner points out that in several occasions the employees are not the issue, the issue rest on an “ineffective” boss. This is a great observation from him: supervisors for the most parts they do not realize that they are not impacting the organization effectively or delivering the organization mission statement as mention in the textbook.
One must ask the question, is training always an effective solution? And most significant is, what is the problem? And to my opinion that is what makes this article interesting the unique way of transitioning that the author uses, at first I felt that I was reading a sales pitch or an email propaganda, however, he is short and precise especially in question one where he points out three main points to avoid misdiagnosis when faced with a training challenges.
I strongly believe that training is always an effective solution and I base my opinion on my own experience as a Battalion Master Trainer for 234 Soldiers and staff. Training will a) help identify training issues that perhaps were not identified in the initial assessment and, b) training will prevent the “I didn’t know” excuse. Nevertheless, training is not always the answer but it can serve as a preventive tool. It’s also important to mention that the author points out that “an unqualified manager is just one problem training can’t fix” (as cited from Silberman, 1999), and in fact if management issues are affecting the organization one must “attack” the problem at its “roots”.
I must say that this article is an eye opener for me and I am sure it will be for my coworkers, I definitely agree with author in its taking points and with the following statement cited in his article where Oberle disagrees on that, “all leaders need continuous training if they’re to be effective at what they do and effective role models for the behaviors and performance expected of their team”, more often leaders are under the impression that they do not need training or improvement and that translate to its subordinates, however, leadership is a “lifelong learning process” according to the Army Leadership manual FM 6-22. Overall the author makes a strong point about the necessity of training.
This article mirrors the teachings in almost all aspects of this course and it is a great supplement reading that all students should use as a quick training reference. I base this outlook on the several factors such as question eight and question nine where that author emphasizes the importance of the trainer selection and where to seek for help whereas “in-house or outside trainer”. Deliverance of training must be careful selected according to Blanchard and Thacker as in the article the author reinforced that same point and even going further by pointing out the importance of trainers’ qualifications and or facilitators by giving a several question in a checklist format to help choose the “right” person.
In closing, and according training is perhaps one of the biggest financial burden and time consuming factors that a company or organization will face, therefore, training is a necessary activity that must be enforced at levels and carefully planned. The success of a company will be only good as the quality of its training investment.

References
Blanchard, P. N., & Thacker, J. W. (2010). Effective training: Systems, strategies and practices (Custom 4th ed.). Upper Saddle River, NJ: Prentice Hall.
Rosner, B. (1999). Training Is the Answer…But What Was the Question?. Workforce, 78(5), 42. Extracted from: https//search.ebscohost.com/login.aspx?direct=true&db&AN=1850268&site=ehost-live
Smith, M. (2001). Writing a successful paper. The Trey Research Monthly, 53, 149-150.