by Annette Poro

Created on: August 19, 2009   Last Updated: August 20, 2009

Effective Business Training Methods

Any attempt to define effective business training methods in one short article is rather ambitious, but there are some principles that generally apply.

Employer funded learning is intended to enhance employee performance with a resultant positive effect on business results. Unfortunately, the relationship between investment in training, employee performance and business results is by no means straightforward. Many gremlins enter the equation. Just because the organisation has invested in training it does not mean that people will perform better and business results will improve.There are four main hurdles to be crossed.

The objectives of the training must be totally clear and the right people need to be involved in this. The learners need to be motivated and enabled to learn if the learning is to happen effectively. The chosen means of developing skill, knowledge or attitude needs to be the correct one and the right people need to be involved in making this happen. The learning must lead to the desired change in work performance. This can only happen if the right people are involved in the right way.

1. The Objectives of the Training

Before a cent is invested, the training manager must be totally clear about the objectives of the learning effort. Unless this is specifically stated in terms of skill, knowledge or awareness raising, and accurately linked to specific application in specific jobs by specific people, then the investment may be off -target from the start. Competency frameworks can help. Too often training sessions are a bit like throwing buckets of paint at a high wall and hoping the paint will stick in the right places. Instead, the training manager should paint carefully, in collaboration with unit managers, using a fine tipped brush that targets the nooks and crannies of each person's job-specific learning needs. Sometimes there is a false assumption that a performance problem be 'fixed' by training. Performance problems occur for many reasons, frequently because of human demotivation. If the hotel receptionist is rude because she is fed up with her job, then training may not make her any more polite. Too often the attendees on a Customer Service Training course do not need to learn how to be polite. They already know that. If the real problem is that they do not feel like being polite, this is not fundamentally a training problem and a different solution would be more appropriate.

2. Motivation to Learn

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