For centuries, a human mistake is regarded as an engine of progress. At some point in one’s life, an error led them to some impressive breakthroughs. The phenomenon of human error can be as well applied to trainee preparation. According to Noe (2010), this process is called “error management training” (p. 158). In such a way, potential employees have the chance to make their own mistakes during training and hence, learn from them. The purpose of this essay is to figure out whether allowing trainees to make mistakes is efficient as well as to estimate whether trainers should encourage trainees to make mistakes in the process of learning.
Giving trainees a chance to make their own mistakes and analyze them in future performance has proved to be efficient because people tend to learn more from personal experience. Following the idea of Noe (2010), “it provides the opportunity to evaluate how training content was used” (p. 158). Thus, potential employees can perceive the knowledge received during training through the prism of their vision.
If I were a trainer, I would encourage a trainee to finish the given task even on the condition that he or she is doing it incorrectly. In doing so, a person would then better realize the mistakes made in the process and recall them in future work (Noe, 2010). It is important to remember, however, that errors in the process are integral aspects of learning and not the result of a trainer’s incompetence.
To sum up, it should be noted that human error is part and parcel of the development process. Being able to recall the mistakes from one’s own experience can serve as an invaluable tool in future career and progress. Hence, trainers should encourage trainees to face challenges while gaining knowledge in a particular area, especially with the fact that after the training period, an employee will have to confront all these situations individually.
Reference
Noe, R. A. (2010). Employee training and development. New York, NY: McGraw-Hill Companies, Inc.