Discussion: Developing Employees

Number of replies: 49

Reflect on the article you have just read about training and the development of employees.

Often, employees feel that job training is ineffective or unnecessary.

  • What experiences have you had with employee training that were beneficial, or, in contrast of little value?

Share your thoughts on these questions below. This is a good opportunity to respond to what others have written and seek feedback on your own contribution to the discussion.


In reply to First post

Re: Discussion: Developing Employees

by Munyama Simoonga -
am in dispute with the assertion that employee training is ineffective, in a practical situation 75% of new employment recruited are not effective enough to care out the fill up job accurately. Employee training should be a must and should be designed in accordance to the company's main goals.
In reply to Munyama Simoonga

Re: Discussion: Developing Employees

by DORIS DAVID WUNSONENGA -
Employee training is essential in achieving organizational goals and ensuring good result. It is therefor important to ensure that task is not exchanged with those who have not gained the training required for good performance as that could be costly.
In reply to First post

Re: Discussion: Developing Employees

by Mohammed Ashardeen -
Effective employee training typically involves interactive, hands-on methods that engage participants and encourage practical application of knowledge. When training programs lack relevance or fail to adapt to different learning styles, they often provide limited value to employees.
In reply to First post

Re: Discussion: Developing Employees

by Kamrul Islam Emon -
The employees have different needs in particular. To evaluate them, I need to approach at various angles. But the methods must be the same. Sometimes improper interaction between the employees leave a bitter outcome. A good mindset to be helpful is what I think best for the training.
In reply to First post

Re: Discussion: Developing Employees

by Samriddhi Gouraha -
Employee training can be highly beneficial when it is well-designed, relevant, and interactive. Effective training programs contribute to the professional development of employees, enhance their skills, and align them with the goals of the organization. However, there are instances where training may be perceived as ineffective or unnecessary. Employee training can be highly beneficial when it is well-designed, relevant, and interactive. Effective training programs contribute to the professional development of employees, enhance their skills, and align them with the goals of the organization. However, there are instances where training may be perceived as ineffective or unnecessary.
In reply to First post

Re: Discussion: Developing Employees

by Emilia Dinca -
Employee training can predict the time an employee will remain in the company. Even if it's costly in the long run it is effecient and can cost less.
In reply to First post

Re: Discussion: Developing Employees

by CAPIÑA, MIRASOL G. -
In my professional experience, I have encountered both beneficial and less effective employee training programs. The effectiveness of training often depends on various factors, including the training methods used, the relevance of the content, and the engagement of participants.

Beneficial Experiences:

Interactive Workshops: Training sessions that involve interactive workshops, group activities, and hands-on exercises tend to be more effective. These formats encourage active participation and help employees apply new knowledge directly to their roles.

Customized Content: Tailoring training content to the specific needs of the organization or department enhances its relevance. When employees can see a direct connection between the training material and their daily tasks, it tends to be more beneficial.

Ongoing Development: Training that is part of a continuous development program tends to be more valuable. Regular and ongoing learning opportunities allow employees to stay updated on industry trends and improve their skills over time.

Experiences of Little Value:

Irrelevant Content: Training programs that lack relevance to employees' roles or the organization's goals may be of little value. If the content doesn't address the specific needs of the workforce, it can result in disengagement.

Passive Learning: Programs that rely solely on passive learning methods, such as lectures or lengthy presentations, may not be as effective. Engagement tends to be higher when employees are actively involved in the learning process.

Lack of Follow-Up: Training without a follow-up or reinforcement mechanism may not lead to sustained behavior change. It's crucial to have mechanisms in place to support and reinforce the application of newly acquired skills or knowledge in the workplace.

These experiences highlight the importance of designing and implementing employee training programs thoughtfully, considering the unique needs and characteristics of the workforce. Continuous feedback, assessment, and adaptability are key elements in ensuring that training efforts are beneficial and contribute to the overall development of employees.
In reply to CAPIÑA, MIRASOL G.

Re: Discussion: Developing Employees

by Shalom Adewunmi -
All of these experiences are undeniably true, highlighting the importance of a training manager/HR personnel prioritizing the well-being of their employees. It is crucial to not only enforce training but also to ensure that it is engaging, benefiting both the employees and the organization.
In reply to First post

Re: Discussion: Developing Employees

by Doris Repaš -
From what I saw, sometimes employees do not want to learn something for their particular reason. But I think employee training can be effective if we approach from different sides to help employees learn things they need to. And poor interactions with employees can give negatively income.
In reply to Doris Repaš

Re: Discussion: Developing Employees

by Honeylin Marcos -
From What I have learn that it is very important to know who and waht to hire for this has a big impact on the company itself
In reply to First post

Re: Discussion: Developing Employees

by Muhammad Fayyaz Khan -
Reflect on the article you have just read about training and the development of employees.
Often, employees feel that job training is ineffective or unnecessary.

What experiences have you had with employee training that were beneficial, or, in contrast of little value?
Share your thoughts on these questions below. This is a good opportunity to respond to what others have written and seek feedback on your own contribution to the discussion.
In reply to First post

Re: Discussion: Developing Employees

by mosby melanie ramos -
training programs are essential to every organization and employee for them to enhance and be more effective on their job discription.
In reply to mosby melanie ramos

Re: Discussion: Developing Employees

by Kristen Strosnider -
Training programs are key for any employee hired as well as the company. An effective training program, would show commitment from the employer to the employee and should make a lasting impact on each employee.
In reply to First post

Re: Discussion: Developing Employees

by Denny Ferdiyantoro -
I think that training for employees is very important. There are several reasons that make me think it is important. First, sometimes there are some employees who do not have work experience related to their new role, for example a new graduate. Second, sometimes the work culture in one company is different from another company, so providing training will make employees understand the work culture in the company and the roles that must be carried out.
In reply to First post

Re: Discussion: Developing Employees

by Emmanuel Ikegwuonu -

Employee Training is good because it gives a room for improvement in the specific area of career pursuit ;it also an avenue for understanding the ethics that are hidden. 

In reply to First post

Re: Discussion: Developing Employees

by Jasmin Everingham -
I have been on the side of receiving training from a manager and delivering training to employees. In most of my customer service based jobs, there is little to no training apart from hard skills such as POS training (which can be 5 minutes tops!) In Australia, there appears to be the expectation from small business owners that you should hit the ground running and be indistinguishable from a long-term employee on your first day. Owners of small businesses in hospitality are usually very thinly spread and don't have the patience, time or awareness of onboarding. Employers will list the main qualification on job descriptions is an 'experienced customer service representative', and believe this to mean that they can save resources and neglect the other qualities of onboarding. This creates an immense amount of unnecessary anxiety for the new employee and as a result the service standard suffers until the employee feels more comfortable with the rhythm of the business. In observing this, I have created a check list of onboarding steps to follow with every new hire to address all areas of onboarding. With the help of staff feedback on improvements to onboarding procedures, we have had great results with employees hitting expectations more quickly once in their full role.

I'm a big believer in helping employees continue their professional development. The individuals within a company are the most effective resources to generate company revenue (until AI is developed enough to take over the labour force), so investing in them is good for the output of the company and the society at large. It is no wonder that on average, for every $1, large companies spend $0.03 on employee training and development! These companies understand the benefits of well-trained employees for good business.
In reply to First post

Re: Discussion: Developing Employees

by kunromix Yee -
i feel that training in workforce helps entry level employees reduce possible work mistakes and improve work productivity especially when it is paid fully for
In reply to First post

Re: Discussion: Developing Employees

by Cherry Madhavi -
One of the most beneficial training experiences I've had was when I participated in a project management course that focused on agile methodologies. The training combined online modules, in-person workshops, and practical project simulations. What made it particularly effective was its relevance to my job responsibilities and the opportunity to immediately apply what I learned in real-world projects. Additionally, the course included regular assessments and feedback sessions, allowing me to track my progress and address any areas needing improvement. As a result, I not only gained valuable skills but also increased my confidence and efficiency in managing projects.
In reply to Cherry Madhavi

Re: Discussion: Developing Employees

by JECEL MONTI-EL -
Subject: Enhancing Employee Skills: Best Practices for Training and Development

Hi everyone,

I hope you're all doing well! I wanted to start a discussion about a topic that's crucial to our workplace success: the training and development of employees. In today’s rapidly evolving business environment, continuous learning and skill development are more important than ever. Here are some thoughts and best practices on how we can effectively train and develop our teams:

1. Identifying Training Needs: Understanding the specific needs of our employees is the first step in creating an effective training program. This involves:

Conducting Skills Assessments: Regular evaluations to identify gaps in skills and knowledge.
Gathering Feedback: Encouraging employees to provide input on areas where they feel additional training could be beneficial.
2. Developing a Comprehensive Training Program: Once we know the needs, we can design targeted training initiatives:

Onboarding Programs: Ensuring new hires are well-acquainted with company culture and job expectations.
Skill Development Workshops: Offering training sessions focused on both technical skills and soft skills like communication and leadership.
Mentorship and Coaching: Pairing less experienced employees with mentors for personalized guidance and support.
3. Utilizing Various Learning Methods: Different employees have different learning preferences, so it's important to offer a variety of training methods:

E-Learning Modules: Flexible online courses that employees can complete at their own pace.
In-Person Workshops: Interactive sessions that allow for hands-on learning and networking.
Webinars and Virtual Training: Great for remote teams or when in-person meetings aren't feasible.
4. Measuring Training Effectiveness: To ensure our training efforts are making an impact, we should:

Track Performance Metrics: Monitor changes in employee performance and productivity post-training.
Collect Feedback: Solicit feedback from participants to understand what worked well and what could be improved.
Review ROI: Assess the return on investment for training programs in terms of both employee growth and organizational performance.
5. Fostering a Culture of Continuous Learning: Encouraging ongoing development helps employees stay engaged and motivated:

Provide Learning Opportunities: Offer access to courses, certifications, and industry conferences.
Recognize and Reward Growth: Acknowledge and celebrate employees who actively pursue their professional development.
I’d love to hear your experiences and ideas on employee training and development. What strategies have worked well for your teams? How do you handle challenges in training? Let’s share insights and learn from each other!

Looking forward to your thoughts!
In reply to First post

This forum post has been removed

The content of this forum post has been removed and can no longer be accessed.
In reply to First post

Re: Discussion: Developing Employees

by Niesha Brandon -
During my experiences, Hands-on training and continuous education have always been beneficial as it ensures that employees can grasp information more quickly. In addition, clear and concise feedback is also beneficial and can help employees identify areas that may need improvement.
In reply to First post

Re: Discussion: Developing Employees

by Julia joy Sombilon -
In my experience, I have had both beneficial and less valuable employee training experiences. One of the most beneficial training experiences I had was a leadership development program that focused on enhancing communication skills, conflict resolution, and team management. This training not only improved my interpersonal skills but also provided me with practical tools to effectively lead and motivate my team. The interactive workshops and real-life scenarios helped me apply the concepts learned in a practical setting, leading to tangible improvements in my leadership approach.
On the other hand, I have also encountered training sessions that felt unnecessary or ineffective. For instance, a mandatory compliance training on a topic that was not relevant to my role or job responsibilities felt like a waste of time and resources. The content was generic and did not address the specific needs or challenges faced in my day-to-day work, making it difficult to see the direct impact or value of the training.
Overall, I believe that effective employee training should be tailored to the individual's role, skill level, and development needs. It should be engaging, relevant, and provide practical skills that can be applied in the workplace. Additionally, feedback mechanisms and opportunities for employees to apply their learning in real-world scenarios can significantly enhance the effectiveness of training programs.
In reply to First post

Re: Discussion: Developing Employees

by Kaisa Jones -

I feel that employee training would benefit with a mixture of in classroom videos/discussions in lieu of actual on the job trainings/mock trainings for better understanding of the job roles being hired for. My previous job started with that and as the years went on, they based trainings of reading/videos, I feel like the trainings didn’t stick with the employees as it did before they switched it. 

In reply to First post

Re: Discussion: Developing Employees

by Danielle Grigg -

I have found it helpful to explain policies and procedures in their orientation. I like to set the expectation and standards with new employees on day 1. However, I have found that too much information on day one can overwhelm them, and then they will not retain as much information. Separate topics of orientation seem to work better. 

In reply to First post

Re: Discussion: Developing Employees

by Ashley Murray -
I've had a range of experiences with employee training, both beneficial and less valuable. Here are some examples:

**Beneficial Training Experiences:**

1. **Hands-On Training:** Practical, hands-on training sessions where employees can directly apply what they're learning to real tasks. This type of training tends to be very effective because it allows for immediate application and feedback.

2. **Mentorship Programs:** Being paired with a mentor who provides guidance, support, and feedback. This personalized approach can be very helpful for professional growth and skill development.

3. **Interactive Workshops:** Workshops that encourage active participation and collaboration among employees. These sessions often include group discussions, problem-solving activities, and case studies, making the learning experience more engaging and memorable.

4. **Customized Training:** Training programs tailored to the specific needs and roles of employees. When training is relevant to their daily tasks and challenges, employees are more likely to find it valuable and applicable.

**Less Valuable Training Experiences:**

1. **Generic Training:** One-size-fits-all training sessions that do not address the specific needs or contexts of different departments or roles. These can feel irrelevant and disengaging.

2. **Overly Theoretical Content:** Training that focuses too much on theory without practical application. Employees may struggle to see how theoretical knowledge translates to their job responsibilities.

3. **Lack of Follow-Up:** Training sessions that do not include follow-up support or opportunities to practice new skills. Without reinforcement, the knowledge gained can quickly fade.

4. **Poorly Delivered Content:** Training sessions led by unengaging or unqualified trainers. If the delivery is boring or the trainer cannot effectively communicate the material, the training is unlikely to be successful.
In reply to First post

Re: Discussion: Developing Employees

by Saddam Adigun Adeniran -
Beneficial training experiences often have the following characteristics:

- Interactive and engaging content
- Relevant and applicable to the employee's role
- Clear learning objectives and outcomes
- Opportunities for practice and feedback
- Encouragement of active participation and questions
- Follow-up support and reinforcement

On the other hand, training experiences of little value might:

- Be too theoretical or lack practical application
- Fail to address specific skills or knowledge gaps
- Be poorly delivered or presented
- Lack opportunities for interaction or feedback
- Not be tailored to the audience's needs or level
- Not provide clear takeaways or next steps

To make employee training more effective, it's essential to:

- Involve employees in the training design process
- Use a variety of training methods (e.g., hands-on, virtual, mentoring)
- Provide regular feedback and coaching
- Encourage a culture of continuous learning
- Evaluate training effectiveness and make improvements
In reply to First post

Re: Discussion: Developing Employees

by Navdeep kaur -

I somehow disagree with the opinion that training is ineffective. Rather, it has impact on the performance of newly joined employee. Training briefs an employee about company's culture, work ethics and goals. No doubt, sometimes the period of training can be exhaustive but eventually it helps an individual to merge himself in the orgqnisation.

In reply to First post

Re: Discussion: Developing Employees

by Daisy Wafer -
In my own experience, I have encountered both valuable and less beneficial training sessions.


Valuable Training Experiences: One of the most impactful training sessions I attended was a comprehensive onboarding program for new hires at a previous job. This program encompassed hands-on training, mentorship opportunities, and interactive workshops that not only covered the technical aspects of the job but also emphasized company culture and values. The experienced employees leading the training shared real-life scenarios, making the training relatable and engaging. As a result, I felt well-prepared to take on my responsibilities and quickly integrated into the team.
Another positive experience was a skills development workshop focused on communication and teamwork. This training involved group activities that encouraged collaboration and problem-solving. It was beneficial because it not only improved my interpersonal skills but also fostered a sense of camaraderie among team members. The practical application of skills learned during the workshop translated into better teamwork in our daily tasks.
Less Valuable Training Experiences: Conversely, I have also participated in training sessions that felt ineffective. For instance, I attended a mandatory compliance training that was primarily a lecture with minimal interaction. The content was dry and not directly applicable to my role, which made it difficult to stay engaged. I left the session feeling that it was a waste of time, as I didn’t gain any new insights or skills that I could apply in my work.
Additionally, I experienced a situation where a training program was poorly organized, with unclear objectives and a lack of follow-up. The trainers seemed unprepared, and the materials provided were outdated. This left many employees feeling frustrated and questioning the value of the training.
In conclusion, effective employee training should be engaging, relevant, and applicable to the job. It should also consider the diverse learning styles of employees to ensure that everyone benefits. I believe that organizations should continuously seek feedback from employees about training programs to improve their effectiveness and ensure that they meet the needs of the workforce. I look forward to hearing others' experiences and thoughts on this topic!
In reply to First post

Re: Discussion: Developing Employees

by Amakaeze Joshua Chimchetam -
Employee's come from diverse backgrounds therefore training will help choose the right employee for the job in other to maintain a sustainable working environment
In reply to First post

Re: Discussion: Developing Employees

by Adisa Iyinyemi -
Beneficial Training Experiences
Specific Example:

Scenario: "In my previous role, I participated in a comprehensive onboarding program designed for new hires."
Details: "The training included hands-on workshops, mentorship from experienced team members, and detailed documentation. It covered both technical skills and company culture."
Outcome: "This approach helped me quickly integrate into the team, understand the company's processes, and start contributing effectively within my first few weeks."
Skills Developed:

Scenario: "I attended a leadership development workshop that focused on communication and team management."
Details: "The training involved interactive sessions, role-playing exercises, and feedback from peers and instructors."
Outcome: "I gained valuable skills in conflict resolution and motivational techniques, which I applied successfully in my role as a team leader."
Less Effective Training Experiences
Specific Example:

Scenario: "I once attended a mandatory training seminar that was largely theoretical and did not include practical application."
Details: "The session was conducted via a lengthy presentation with minimal opportunities for interaction or hands-on exercises."
Outcome: "I found it challenging to apply the concepts in my day-to-day work because the training lacked real-world examples and practical exercises."
Areas for Improvement:

Scenario: "I experienced a training program that was poorly organized with outdated materials."
Details: "The content was not aligned with current industry practices, and there was a lack of support for questions and clarifications."
Outcome: "The training did not meet my needs and left me with unanswered questions and gaps in knowledge."
Tips for Effective Training
Interactive Elements: Effective training often includes interactive components such as hands-on exercises, simulations, or role-playing that allow for practical application of concepts.
Relevance: Training should be relevant to the current needs of the job and updated regularly to reflect industry changes.
Support and Feedback: Access to support and opportunities for feedback are crucial for ensuring that employees can apply what they've learned effectively.
In reply to First post

Re: Discussion: Developing Employees

by ALIYU MUHAMMAD CHINDO -
*Name:* Aliyu Muhammad Chindo


Beneficial Training Experience:


"I attended a two-day workshop on digital marketing strategies, specifically tailored for our industry. The trainer was an expert with hands-on experience, and the content was highly relevant to our team's needs. The interactive sessions, group exercises, and real-world examples helped me grasp concepts like SEO, social media advertising, and campaign measurement.


The training significantly improved my skills in:


1. Creating targeted online campaigns
2. Analyzing campaign performance
3. Optimizing website content


*Impact:*


After applying the learned strategies, our team saw a 25% increase in website traffic and a 15% boost in social media engagement.


*Ineffective Training Experience:*


"I once attended a generic, lecture-style training on 'communication skills.' The content was too broad, and the trainer lacked industry-specific knowledge. The session felt like a 'check-the-box' exercise, with no practical application or follow-up support.


*Takeaway:*


Effective training requires relevance, interactivity, and expert instructors. It's crucial to assess training needs, provide ongoing support, and measure impact to ensure employees can apply new skills successfully."


Emily's experience highlights the importance of:


1. Relevant content
2. Expert trainers
3. Interactive training
4. Practical application
5. Follow-up support


and demonstrates how effective training can drive tangible results.
In reply to First post

Re: Discussion: Developing Employees

by Glenn Soliman -
I’ve had some great training experiences, but some were not so good.

One of the best was when I joined a company with a mentorship program. I was paired with an experienced coworker who helped me learn on the job. It felt like having a friend guiding me, which made the process enjoyable.

On the other hand, I remember a long, boring training session where we just watched a PowerPoint about company policies. It didn’t relate to my actual work, and I felt lost and disengaged.

I think effective training should be relevant and engaging. It’s important to connect it to our daily tasks and include some interaction. Plus, getting feedback can help improve future sessions. What about you? What training experiences have you had?
In reply to Glenn Soliman

Re: Discussion: Developing Employees

by Bryan Robison -
In the trajectory of our nation's organizations, it is uncommon for a company to have such a great mentorship program. Companies that I have worked at are on auto-pilot, meaning that they give videos to watch and expect you to understand the company, company values, company missions and the company procedures. In my experience, as you stated, is very boring. I believe that the company should be held responsible of how the employees react to the processes in which they impose. The only exciting things about the trainings are when the company sends you out of town for training and you actually get to know the company officers and other employees.

With that said, in a legal sense, the videos protect the company because the company has forced you to watch them and there are some liability issues covered. It mitigates the lawsuits.

What WE (as an employee) value is loyalty. Loyalty shows an employee that the company or its officials will be there at your lowest. This is the way it used to be, but after the millennium things started to take a different trend. Companies used to need the employees, like they need the customers.

A situation that comes to mind, an employee just had a baby, came back to work and was alone in running an electric store. Before the holidays, the company laid her off and shut down the store. It was troubling to me and other employees because that shows their loyalty to us. Honestly, this goes back to training, if the company officers were properly trained, these type of situations would not occur. One may ask, how is that possible? Everything plays a role, if you don't have the people that the customer like then they do not come in. When you layoff good people, the customer responds and this the calm before the storm. It may not happen now, but it is setting up and then it is the downfall of the company. Simply put, it starts with the training.
In reply to First post

Re: Discussion: Developing Employees

by Miss Mong -
Beneficial employee training often includes hands-on workshops and mentorship programs that foster practical skill application and personal growth, while tailored learning paths and continuous learning opportunities keep skills relevant and engaging. In contrast, one-size-fits-all sessions, overly theoretical content, and lack of follow-up diminish value, leaving employees disengaged and unclear about their learning objectives. Flexible scheduling and clear goals are essential for maximizing training effectiveness and ensuring that employees feel supported and invested in their development.
In reply to First post

Re: Discussion: Developing Employees

by Deena Jacob -
Employee training can be a double-edged sword—while it has the potential to enhance skills and boost job performance, poorly designed or irrelevant training can feel like a waste of time.

In my experience, effective training programs share certain characteristics.
For instance, during an internship, I participated in a workshop on time management and communication skills tailored to the specific demands of our roles. The training included practical scenarios, real-time feedback, and follow-up sessions to track our progress. It felt relevant and actionable, which motivated me to apply the skills immediately. The alignment with my work responsibilities made it particularly beneficial.

On the other hand, I have also attended less valuable training sessions. These were often generic, with little connection to my tasks. For example, a mandatory session on leadership strategies for entry-level employees seemed premature. The content was overly theoretical and lacked hands-on application, making it hard to see how it could be useful in my role.

Key Takeaways:
- Relevance is crucial: Training programs should address specific skills or knowledge gaps relevant to the participants’ job roles.

- Interactive formats work best: Engaging activities like role-playing or case studies make training more impactful than one-way lectures.

- Follow-up is essential: Effective training involves a single session and continuous learning opportunities.
In reply to First post

Re: Discussion: Developing Employees

by Bernadette Gulley -
employee training has always been a positive experience for me. It helps you to get familiar and help set goals for the job
In reply to First post

Re: Discussion: Developing Employees

by IKRAM LACHKAR -
Employee training plays a crucial role in professional development, but its effectiveness depends on several factors, including content relevance, delivery method, and employee engagement. In my experience, well-structured training programs that incorporate hands-on learning and real-world applications tend to be the most beneficial.

For instance, during my time as a technologue en radiothérapie, I attended a training session on new radiation safety protocols. The training was interactive, involved case studies, and allowed us to apply the concepts directly in our workflow. This made the learning process more engaging and immediately useful.

On the other hand, I have also encountered training programs that were of little value. One example was an online module on general workplace communication, which was generic and not tailored to the challenges we face in a medical setting. Without practical applications or relevance to my daily tasks, the training felt like a formality rather than an opportunity for real growth.

Ultimately, effective training should be engaging, practical, and directly applicable to employees' roles. Organizations should seek feedback from employees to improve their training programs and ensure they meet actual workplace needs.

I’d love to hear from others—have you had training experiences that truly made a difference in your career, or ones that felt like a waste of time?
In reply to First post

Re: Discussion: Developing Employees

by Reyes, Juvy -
Effective training goes beyond simply imparting knowledge, it’s about ensuring that employees can apply their new skills confidently and efficiently.
In reply to First post

Re: Discussion: Developing Employees

by William Alfranco Hansen -
I took part in a youth programme where I had to do catchup sessions focusing on the literacy and numeracy barriers primary School learners are facing and also reading. I had to do employee training and it was highly beneficial as I am studying to become a teacher.
In reply to First post

Re: Discussion: Developing Employees

by Von Jastin Gacus -
As a student working with my group, I found that hands-on and interactive training sessions were the most beneficial, especially when we could directly apply what we learned to our projects. For example, when we attended workshops that included real-life case studies or role-playing activities, we retained the information better and felt more confident in using it. However, some training sessions felt like a waste of time, particularly those that were too generic or focused too much on theory without showing practical applications. When facilitators simply read off slides without engaging us in discussions or exercises, it became difficult to stay focused and absorb the material.
In reply to First post

Re: Discussion: Developing Employees

by Lisna Khairina -
Employee training can be valuable, but its effectiveness depends on how it is delivered. I find hands-on training with real-world examples the most beneficial, as it allows immediate application of new skills. On the other hand, lengthy lectures or generic content often feel ineffective. To improve training, companies should focus on interactive and job-specific learning.
In reply to First post

Re: Discussion: Developing Employees

by Gita Pertiwi Wandansari -
From my experience, training that includes interactive activities, case studies, or hands on practice tends to be more beneficial. On the other hand, I've also experienced training sessions that felt repetitive or too theoretical, making them less engaging. When training lacks of practical application or doesn't consider employees' actual needs, it can feel like a waste of time.
In reply to First post

Re: Discussion: Developing Employees

by YOHANES PATAR PARULIAN -
Work training can be a highly beneficial investment if designed and implemented effectively. However, many employees feel that training is ineffective for several reasons, such as irrelevant material, boring methods, or a lack of direct application in daily work.

From my experience, the most beneficial training is:
✅ Practice-oriented—not just theory, but also simulations and real case studies.
✅ Interactive—involving discussions, role-playing, or teamwork to increase engagement.
✅ Directly applicable—providing tasks or real projects to ensure employees can use what they learn in their jobs.

On the other hand, ineffective training often feels too general, unrelated to specific job needs, or consists of long lectures without active participation.
In reply to First post

Re: Discussion: Developing Employees

by Fizza Saeed -
Effective training is hands-on and relevant. Scenario-based learning, real-world applications, and mentorship are valuable while passive lectures or generic e-learning modules often feel ineffective. Training that includes case studies, role-playing or interactive problem-solving is more impactful.
In reply to First post

Re: Discussion: Developing Employees

by Aaryn Trent -
The most recent training I received was beneficial. I shadowed for a week, the following week was hands on. I had to demonstrate what I learned. In my opinion any training that allows you to be hands on is the best way to learn.