Discuss any five training techniques that your company can embrace to boost business

performance.

INTRODUCTION

The purpose of this paper is to discuss five training techniques that my company can embrace to
boost business performance. In today’s competitive business environment, employee training
plays a critical role in enhancing workforce productivity, improving efficiency, and driving
business performance. Training equips employees with the skills, knowledge, and competencies
they need to meet organizational goals. Companies must adopt effective training techniques
tailored to their unique needs to ensure sustainable growth. Below, we explore five training
techniques that companies can embrace to boost business performance, along with practical
examples of their application.

DEFINITION OF TERMS

Training techniques are ways used to equip individuals with certain skills and knowledge so that
they become proficient in certain work they will be doing for the fulfilment of the goals and
objectives of an organisation.

TRAINING TECHNIQUES TO BOOST BUSINESS PERFORMANCE

There are many methods of communicating the new information or skill to the trainees.
However, when selecting a training technique, you must look at the message you want to send,
the target population and the most interesting way of the trainee receiving the information. As
said previously, the more variety in the training methods, the more interest the trainee will show
and the more learning will take place. The emphasis must be placed, however, on the method
being appropriate to the information being taught.
Off-the-job Techniques are also known as vestibule and Gerber (1987) points out that off-the-job
training methods can be administered in a classroom situation and takes place away from the
normal workplace.

The first to be discussed is On-the-Job Training (OJT). On-the-job training is a hands-on method
where employees learn while performing their actual job tasks. This approach allows employees
to gain practical experience in a real work environment under the supervision of a mentor,
manager, or experienced coworker. The advantages of OJT are that it provides immediate
application of learned skills, tailored to the specific role and company requirements and Cost-
effective as it utilizes existing resources. An example is that in a retail business, new hires can
be trained on customer service by shadowing an experienced employee during work hours. They
learn how to handle customer inquiries, manage complaints, and operate the point-of-sale
system. OJT improves productivity by reducing the learning curve and ensuring employees are
trained to handle real-world scenarios specific to the organization.

The second one is Classroom-Based Training. Classroom-based training involves structured

sessions led by an instructor or trainer in a physical or virtual classroom setting. It is ideal for
delivering theoretical knowledge or introducing new concepts to a group of employees. The
advantages of classroom- Based Training are that it facilitates group discussions and knowledge
sharing, allows for interaction with subject matter experts and Standardized delivery ensures
consistent understanding. An example is that a manufacturing company can use classroom-
based training to educate employees about workplace safety, machine operation protocols, or
compliance with industry regulations. Trainers provide presentations, case studies, and handouts
to ensure employees understand the material. This technique ensures employees are well-
informed about company policies and regulations, reducing errors, accidents, and non-
compliance penalties, ultimately boosting efficiency and safety.

The third one is E-Learning and Online Training. E-learning leverages technology to deliver
training through online platforms, videos, webinars, and interactive modules. This method allows
employees to learn at their own pace and convenience, making it suitable for remote or
geographically dispersed teams. Noe, R. A. (2020) says the advantages of e-learning and online
training include: Flexible and scalable for a large workforce, cost-effective as it eliminates the
need for physical resources and accessible anytime, enabling continuous learning. An example of
a software company can provide online training courses for employees to learn new
programming languages or software tools. Platforms like Coursera or Udemy can be used to
deliver specialized IT training. E-learning enhances employee skills in critical areas, ensuring
the company stays competitive in rapidly evolving industries. It also increases employee
engagement by providing opportunities for self-paced career development.
The fourth one is Simulation-Based Training. Simulation-based training involves creating
realistic scenarios that mimic real-world challenges employees may face in their roles. This
technique is especially effective for high-risk industries where hands-on practice is crucial but
must be conducted in a controlled environment. The advantages of simulation based training
include, allows employees to practice skills without real-world consequences, improves
problem-solving and decision-making abilities and boosts confidence in handling complex tasks.
An example in the aviation industry, pilots undergo simulation-based training using flight
simulators that replicate various flying conditions, from emergencies to routine flights. Similarly,
healthcare professionals use simulations to practice surgical procedures or handle critical patient
care situations. By enhancing employees’ ability to handle high-stakes situations, simulation-
based training minimizes risks, improves outcomes, and ensures quality service delivery.

The fifth is Coaching and Mentoring. According to Dessler, G. (2020) coaching and mentoring
involve pairing employees with experienced individuals who provide guidance, support, and
feedback. While coaching typically focuses on skill development over a short period, mentoring
emphasizes long-term career growth and personal development. The advantages include: Builds
strong relationships and fosters a supportive work environment, Provides personalized learning
tailored to individual needs and Encourages knowledge transfer and leadership development.
An example is a sales organization can implement a mentoring program where senior sales
executives coach junior employees on strategies to close deals, build client relationships, and
meet sales targets. Coaching and mentoring improve employee confidence, job satisfaction, and
retention rates. It also helps identify and nurture future leaders, ensuring the company’s long-
term success.

However, apart from the five discussed above there are other which are worthy mentioning.
There is role playing in which the students act out a situation by assuming designated roles and
this technique is usually used in conjunction with other methods of instruction for instance, a
lecture or a case study. According to Kolb, D. A. (2014) it provides the trainees with an
opportunity to practice specific skills - particularly interactive skills for instance, the recruitment
interview - with constructive criticism being given at the end of the role play situation. It assists
the students in obtaining insight into their own behaviour, and how their behaviour affects, other
people in the same situation. Role playing is most effective when the students participating are
fairly relaxed and can become actively involved in the role which they have been given.
There is also group exercises. Group exercises specific exercises which the group is given to
complete instance, a case study or working on a specific research project. According to Dessler,
G. (2020) it develops group dynamics by assisting the group to work together and enhances team
building skills. It allows for good group discussion and participation and together the individual
members of the group must agree on one answer to the exercise. In-basket exercises In-basket
exercises are developed specifically for certain categories of jobs where practical exercises can
be given to the individual in order to assess the level of performance of the student e.g. giving a
secretary different tasks which she would perform as part of her secretarial function and then
assessing whether her actual performance meets the standards required by management.

Lastly there is the technique where the trainer shows the student how to do a specific task and
then the trainee is given the opportunity to perform the same task under the supervision of the
trainer. This type of technique has been called sitting by Nellie originating in the early years of
the Industrial Revolution in Britain, in the cotton spinning mills of Lancashire, where new girls
were told to sit by Nellie, watch the task: and how it is done and then copy the trainer. At the
same time, the instructor corrects the behaviour of the student so that eventually the task is
performed in the correct manner. What must be emphasised when using this technique is the
reason why a task is performed in a specific way.

CONCLUSION

In conclusion the choice of training techniques depends on the company’s goals, industry, and
workforce needs. Techniques like on-the-job training, classroom-based sessions, e-learning,
simulations, and coaching provide a mix of practical, theoretical, and experiential learning
opportunities. By investing in these methods, companies can enhance employee skills, improve
productivity, foster innovation, and ultimately boost overall business performance. Training is
not just a cost but an investment in the organization’s future, as a skilled workforce directly
contributes to achieving strategic objectives. Companies that prioritize continuous learning and
development are better positioned to adapt to changes, remain competitive, and achieve
sustainable growth.
REFERENCES

Armstrong, M. (2021). Armstrong's Handbook of Human Resource Management Practice (15th

ed.). Kogan Page.

Dessler, G. (2020). Human Resource Management (16th ed.). Pearson Education.

Kolb, D. A. (2014). Experiential Learning: Experience as the Source of Learning and

Development (2nd ed.). Pearson Education.

Society for Human Resource Management (SHRM). (2023). "Training and Development."
Retrieved from [www.shrm.org](https://www.shrm.org).

Noe, R. A. (2020). Employee Training and Development (8th ed.). McGraw-Hill Education.