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This is concerned with training delivered by electronic technology through the use of Internet, the World Wide Web and intranet within the organisation. It requires the trainees to take the responsibility for their own learning. The cost-efficiencies of e- learning are more apparent today (HRfocus, 2003). It is also more flexible and adaptable to individual circumstances (Beardwell and Claydon, 2007). However, the need for human contact is important in the training process. The technology cannot replace the need for an explanation from human beings (Cartwright 2003).

Implementation of training

Research shows that trainers deal with three personality types (HRfocus 2001, p.6)

Learners

These people are eager to get as much as they can from the program.

Vacationers

These people consider training, offsite in particular, an opportunity to have as much fun and free time as possible.

Prisoners

These people attend training only because they feel forced to, not because they want to.

The relationship between trainees and trainers is the heart of effective training (Clegg 2000). The latter viewed the trainer's flexibility, responsiveness to the trainees' need and ability to generate a human relationship with the trainees as essential. In an interview with McNerney (1995), William Bridges argued that the role of the trainer is to guide the trainees toward upgrading their competencies rather than merely teaching a skill. Hale (2003a) recommended trainers to stop worrying about having a box of tricks, icebreakers and gimmicks to impress trainees.

Clegg (2000) observed that training courses often consists of too long sessions, which totally drains the enthusiasm of trainers. In fact, trainers must also consider the learning levels of employees owing to differences in educational and experiential backgrounds. Scott Ambler commented in an interview with Wickman (2008) that some people are more visual thinkers and need to see diagrams; some just want to go right into the details and some need to see the bigger picture and need to be walked through all the implications.

Brown (1992) recommended a three-part formula for good training courses:

Uncover

Create a need for the material within the mind of the trainees. Closed minds cannot relate to a personal need for the material.

Discover

If the trainer effectively uncovers the trainees' minds, teaching the knowledge necessary to perform skills will turn into a discovery. Also, people learn faster when presented with an explanation and demonstration.

Recover

According to Brown (1992), most trainers fail here. Recovery is intended to provide trainees with hands-on experience, which can include role-play and case studies.

3.8.4 Evaluation of training

Bedingham (1997) observed that even companies that are committed to training viewed its evaluation as difficult and time-consuming. This is supported by Sloman (2005) who observed that measuring training effectiveness is often neglected. When companies have to put a value on training, ma本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。