HRM420 : Best Practices for Diverse Populations Discussion

$ 20.00


Week 5

Best Practices for Diverse Populations

This week, we’re learning about training methods and best practices. This week’s discussion is about how the diversity of trainees might influence the design and delivery of training programs, and you’ll be taking the role of trainer. We’ll discuss how your training might be received differently by members of a diverse audience and how you can deliver it using the most effective methods and best practices.

We know from reliable research data that people’s behavior is similar if they are segmented by demographic, psychographic, or even geographic factors. So you can safely infer that in a training environment, the expected learning behavior of trainees can also be generalized. For example, a trainee’s age may have an influence on how training is received. Based on reliable research and data, one of the most accurate generalizations we can make is based on generation because as cohorts, people in the same age group have experienced many of the same external environmental influences during their life that other generations may not have experienced in the same way or at all.

Baby Boomers, who were born between 1946 and 1964, are generally more likely to prefer a traditional classroom setting and will appreciate well-organized training materials and an interactive learning experience. They are also likely to benefit from practicing newly learned skills. Gen Xers were born into a more advanced technological environment from 1965 to 1980 and are generally more likely to prefer training delivered through a visually stimulating, self-paced technology interface with experimentation and instant feedback. And they’re likely to experience better learning and transfer if they understand how the training will improve their employability and income.

Millennials, born between 1981 and 1996, generally prefer working independently in a blended environment that features a mix of self-paced learning, group activities, and hands-on practice. Millennials are also more likely to value meaningful work, professional growth, collaboration, and honest feedback more than other generations.

As you write your first response to this discussion, assume that you are preparing to deliver a training program on diversity, equity, and inclusion (DEI) in the workplace to a multigenerational group of Baby Boomers, Gen Xers, and Millennials. You’ve already selected an appropriate training site that’s conducive to learning and you’ve developed your DEI curriculum from a road map into an effective lesson plan. You know that your trainees have the need, skill, and motivation to learn, but you must now consider how learning and transfer might be affected by the multigenerational diversity among trainees.

What are some things you can do to make the training as relevant and relatable as possible for all age groups despite the uniqueness of each generational cohort? For example, what is something you can do to adjust the design and delivery of your DEI training program for this group of trainees that have diverse social values based around generational characteristics?


Noe, R. A. (2020). Employee training and development (8th ed.). McGraw Hill Education.

Try to make your first post by Wednesday, and remember to reply to your classmate’s posts!


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