In my experience, the effectiveness of training largely depends on how well it engages learners and transfers knowledge to the job. One training I found especially beneficial was a customer service workshop I attended at a previous job. This training stood out because it included hands-on exercises, role-playing scenarios, and immediate feedback from the instructor.
In contrast, a mandatory online compliance training I once completed was largely ineffective. The course consisted of reading slides and answering multiple-choice questions with no interaction or opportunity to practice. As highlighted in the readings, training that lacks engagement or practical application often fails to improve performance.
Comparing these two experiences illustrates that training is most effective when it is interactive, aligned with employees’ roles, and reinforced through practice or feedback. Conversely, training that is passive, generic, or disconnected from actual job tasks is unlikely to produce meaningful outcomes. These insights emphasize that both the design and implementation phases of training are crucial in achieving the intended learning results
References:
- FBATR pp. 104-131
- Lecture/Outline – Training & Development