Training is an important aspect that successful organizations undertake to incorporate additional skills into the workforce of the company. There are various training methods that business could use be it traditional or modern training methods. The traditional methods include conveying information through lectures, open discussions, experimental activities, and visual displays and the games and simulations . In my former organization, the employer used lectures to provide procedures to various methods and provide instructions concerning various questions that may arise within the organization. They also involved open discussions with the lecturers where all the participants are given a similar platform to have one on one conversation. The participants are therefore in a position to get answers immediately, share their ideas and solve problems that they could be facing in the organization. In my current organization, the customarily used method for training is the visual displays and the game simulators which are more interactive hence providing quality results.

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In my opinion, regardless of the type of method used by a company, results may either be positive or negative. Thus, it is the responsibility of the team assigned to settle on the most effective methods. Visual displays are one of the most effective methods to use because it highly involves the mindset of the participants such that the images involved sticks to the mind of the person and cannot be forgotten. Due to the forgetting nature of humankind, this could be one of the methods to counter this vice. It provides a suitable basis to solve complex problems and as such, the ideas generated by the people could first be tested for effectiveness.

On the other hand use of lecturers is also a good method of conveying knowledge to the participants. However, they could quickly forget information as their mind may not be entirely involved. It is, therefore, the responsibility of the company to combine the most effective methods of training for the internal and external performance indicators of the company.

    References
  • Dolansinski, M., Williams, A., & Hall, K. (2004). Training the Trainer: Performance-based Training for Today’s Workplace. Washington: Prentice Hall.
  • Rainbird, H. (2001). Training in the Workplace. New York: Palgrave Macmillan.