One training that comes to mind is with my first job working at a summer camp. I went in not knowing exactly what to do or what to expect, but the training helped me have strategies for handling the job challenges, especially when interacting with parents and their kids. One key component of the training was conflict management. It allowed me to confidently de-escalate situations and when to refer issues to my supervisors. I felt more prepared and better able to assess situations. This training also served as a foundation for developing my customer service skills, which I continued to build on in future roles.

I think this training was effective because of the hands-on approach. Our training had us split into groups with scenario cards to act out the scene on how we would handle that situation. We would see different ways and ideas people came up with to solve the issues while still being engaged. According to Hira (2007), having that hands-on experience helps in engaging employees and prepares them more for their roles. According to Nadira Hira’s article The Making of a UPS Driver, hands-on training helps engage employees and prepares them more thoroughly for their roles. I found that to be true—actively practicing skills through role-play helped me internalize them much more than passive methods ever could.

Compared to other trainings I’ve had, they don’t offer as much of an immersive experience. It is usually through videos and quizzes on a work computer, and it can take a couple of hours, depending on the amount of training. As discussed in this week’s lecture, effective training programs focus on maximizing the transfer of learning to the job, and the hands-on approach gives me the best retention of information. 

Hira, Nadira. “The Making of a UPS Driver.” CNN Money, 7 Nov. 2007, money.cnn.com/magazines/fortune/fortune_archive/2007/11/12/101008310/index.htm.