, IOP4863 ASSIGNMENT 5 2026 ANSWERS - DUE DATE: 10 SEPTEMBER 2026
PART A: PERSONNEL PSYCHOLOGY
QUESTION 1
Employee training creates value for an organisation only when what is learned can be
remembered and effectively used in the work environment. Simply exposing employees to
information or requiring them to attend a training session does not necessarily result in
improved performance. According to Cascio and Aguinis (2025:431–438), effective training
should promote efficient learning, ensure that knowledge is retained over time and facilitate
the positive transfer of acquired skills to the job. Certain learning principles are particularly
important in achieving these outcomes. These include goal setting, behaviour modelling,
ensuring that learning material is meaningful, providing opportunities for practice and giving
constructive feedback.
1. Goal setting
Goal setting involves establishing clear learning objectives that indicate what trainees should
achieve during and after a training programme. Clearly defined goals provide employees
with a sense of direction because they know what knowledge or skills they are expected to
acquire. When learning objectives are specific and sufficiently challenging, trainees are more
likely to concentrate their efforts and remain motivated throughout the training process
(Cascio and Aguinis, 2025:431–438).
Goals also assist employees in evaluating their own progress. Instead of relying on a general
impression that they understand the training content, trainees can compare their actual
performance against predetermined standards. For this reason, learning objectives should
ideally be specific, realistic and measurable.
For instance, a logistics company may discover that warehouse employees frequently make
errors when recording incoming stock. The company introduces a training programme on its
inventory management system. The trainer establishes a clear objective that, after completing
PART A: PERSONNEL PSYCHOLOGY
QUESTION 1
Employee training creates value for an organisation only when what is learned can be
remembered and effectively used in the work environment. Simply exposing employees to
information or requiring them to attend a training session does not necessarily result in
improved performance. According to Cascio and Aguinis (2025:431–438), effective training
should promote efficient learning, ensure that knowledge is retained over time and facilitate
the positive transfer of acquired skills to the job. Certain learning principles are particularly
important in achieving these outcomes. These include goal setting, behaviour modelling,
ensuring that learning material is meaningful, providing opportunities for practice and giving
constructive feedback.
1. Goal setting
Goal setting involves establishing clear learning objectives that indicate what trainees should
achieve during and after a training programme. Clearly defined goals provide employees
with a sense of direction because they know what knowledge or skills they are expected to
acquire. When learning objectives are specific and sufficiently challenging, trainees are more
likely to concentrate their efforts and remain motivated throughout the training process
(Cascio and Aguinis, 2025:431–438).
Goals also assist employees in evaluating their own progress. Instead of relying on a general
impression that they understand the training content, trainees can compare their actual
performance against predetermined standards. For this reason, learning objectives should
ideally be specific, realistic and measurable.
For instance, a logistics company may discover that warehouse employees frequently make
errors when recording incoming stock. The company introduces a training programme on its
inventory management system. The trainer establishes a clear objective that, after completing
