Common Training Errors - Continued

DOE-STD-1012-92

skilled mechanics apply their skills daily. The point to recognize here is that there is a

difference between knowing how to perform a task and being proficient at performing it. The

instructor should give the trainee time to practice to develop proficiency before evaluating the

trainee's performance.

Failure to Show the Trainee the Overall Objective--The trainee should understand how

the job fits into the line organization. The instructor should tell the trainee the importance of

and how his/her products or services will be used.

Failure to Give Reinforcement--Providing positive reinforcement of a trainee's efforts

is an effective motivational practice. It is usually not enough for an individual simply to be

motivated to try a job. Without some kind of reinforcement for learning, people find it very

difficult to sustain a high level of motivation.

The reinforcement or encouragement given to the trainee need not be in a tangible

form (promotion, pay raise, bonus). Intangible rewards are also meaningful. Vocal

encouragement and praise in front of others have positive benefits in encouraging a person.

If a trainee can develop a feeling of personal progress and accomplishment on the job or the

mastering of a skill, he/she will usually be highly motivated. Reinforcement of both tangible

and intangible values tend to work together far more effectively than either kind does

independently.

Some instructors feel that an important part of the reinforcement process is

punishment. They feel that they should reward the trainee for success and punish the trainee

otherwise. Experience has shown that positive reinforcement works, but that punishment will

usually compound a trainee's difficulties. Effective instructors normally give deserved praise

and other positive reinforcement to the trainee in the presence of others. Punishment should

be avoided unless it is absolutely justified and then given tactfully in private.

Intimidation of Trainees--Some instructors may be ineffective as trainers because they

intimidate trainees. They can do this in a variety of ways. Some use their position over the

trainee in an effort to enhance their own ego. Others, by their behavior and attitude, do it

unwittingly and unknowingly. Yet others feel that being very demanding is a good training

practice. They may have good intentions but end up intimidating trainees.

Recognizing that an instructor is intimidating trainees is often difficult. Evaluation

(reaction) forms should be provided to trainees in an OJT program. The OJT program

coordinator or a line/training supervisor should review these forms and conduct periodic