Effectiveness of Training Methods

For organizations to remain competitive in the 21st century, they must adopt new and efficient technologies, they must ensure workers continue their job-related education, and they must provide training, learning, and development to their staff. All three aims are important; however, training and development are essential in order to motivate and retain employees in which the organization invested its time, resources, and energy. It is a mutually beneficial relationship between the two. Through training, workers increase their level of job performance, productivity, and job-related skills. It also reduces complacency. Pace (2006) states, “The main danger of becoming complacent and comfortable is you may forget to take risks that can lead to success. Goals are cast aside and easily forgotten” (p. 56). The organization benefits by reducing attrition and by aligning the workers with its goals and objectives. Before rolling out any training, the organization determines what its needs are and what the training objectives are. Once determined, the organization selects the training method. There are various types of training methods, some methods work for organizations, while others do not.
Ivancevich (2010) notes that the most widely used method of training is on-the-job training. “It is estimated that more than 60 percent of training occurs on the job” (p. 403). Major employers like General Electric, ExxonMobil, JC Penney, Armstrong Floors, and Verizon utilize this training for their employees because the most efficient and effective way to learn for certain jobs is to actively perform the job. This belief applies across the employment spectrum from entry-level customer service representatives to engineers. This method works for these organizations.
Companies use the case method to compare a situation that occurred at another organization. The learners collaborate on the best solution for the situation and then apply decision-making abilities to