Best and Worst Training Experiences

My Best Training Experience

Recruitment and training form one of the core functions in any organization (Noe, 2010). The organization performance depends on an effective recruitment process. However, effective recruitment alone is not enough for an organization to achieve its desired objectives. The new organizational employees must be trained, as this provides them with appropriate workplace skills and allows them to learn about organizational goals and work culture. Therefore, it is imperative that an effective training process follow an effective recruitment program. As a graduate trainee, I had an opportunity to receive best training experience on my first job placement.

As new recruit in the human resource department in high performing U.S organization, I had an opportunity to experience first-hand training on my area of expertise. The training was to equip the new department employees with the relevant knowledge, skills and experience to work effectively in the human resources department. According to (DeSimone, Werner, DeSimone, & L, 2008) every organization has its own unique set of culture and values, which guides the behavior of the employees. It is form the values, vision and mission that an organization differentiates itself in the market and allows it to align itself in meeting its goals and objectives.  Besides, mission provides a framework on how to handle challenges in the workplace by acting as a guiding tool.

The main objective was to educate the new graduate trainees on the how they were expected to behave and perform their responsibilities in the workplace. The human resources manager headed the training in assistance with the departmental heads, head of training programme, the human resource department staff and the various unit managers. The training program was important, because being new employees; it would enlighten us on the core values of the organization, as well as equipping the trainees with knowledge and necessary competencies that were essential for individual workplace responsibilities.

The training involved both theoretical and hands-on experiences. The theoretical aspects occurred during departmental meetings while on-the-job training involved an assignment of duties with the supervision of senior organization employees. During group meetings, the department boardroom would be arranged with the speakers seated in front and the trainees would be seated in chairs that provided an enhanced view of the speakers. Projectors and charts were employed to aid the training programs. The training programme would best be described as a group training, where trainees were allowed to train as a unit.

The most captivating aspect of the training was the capabilities of the trainers. Most of the trainers had good knowledge of the trainees mood, for instance, they were quick to notice when the concepts were not understood. During group training sessions, every participant was given an opportunity to present his or her feedback. The trainer competence allowed the trainees to acquire the relevant knowledge and skills.

According to (Stewart & Beardwell, 2013), employees are diverse; some are quick to learn, while others are slow and learn better through demonstrations. The training adopted used a mixture of theories that included motivation, social and descriptive. All the aspects of both theoretical and visual presentations using the projectors and charts were adopted during the training program. In addition, the trainers employed appropriate tones. The trainers were keen to ensure all the aspects of the training programme were understood and did this by providing a follow-up and appropriate assistance was accorded to any trainee with difficulties. Group work and brainstorming was highly encouraged making the training an all-inclusive, enjoyable and effective. In the end, all the concepts were easily to the actual workplace environment.

The Worst Training Experience

            The bad training that was attended occurred when I was in internship during my studies. As part of the education programme, it was important that we got the necessary skills and knowledge of the real workplace environment so that one could experience what was learned in class. However, my internship programme did not progress well as is the case with the best training program after the graduate studies.

Although the objectives of the training were to attain the appropriate workplace experience, the design of the program was for graduate trainees. The target audience was the graduate trainees, which took place in the human resource departments with rotational program that provided an opportunity for one to access all the major sections of the department. There was no specific training arrangement and methods that were observed during the internship process.

Moreover, there were no clearly structured training methods and any member of the department offered the training. The staff members offered less time in providing the guidance and most of the tones they assumed revealed a lack of great concern for the training program. The staff members were busy trying to meet the organizational targets and schedules as were provided in their jobs. Moreover, there was less opportunity provided for the hands-on experience, instead majority of the training involved descriptive strategies. The trainers generally offered less time for the training process but employed use of directives.


The lack of motivation in the training did not made the process bad but offered less experience as initially anticipated. Although the department employees were competent in their workplace, their less regard towards my needs and more emphasis on their job schedules ensured they only worked to meet their organizational objectives. Moreover, the staff had less competence in handling my needs, as they portrayed less concern, provided less attention, guidance and moral support towards my training process.

Recommendations for Improvement of the Worst Training

There is need for development of trainer competencies. According to (Francis, Holbeche, & Reddington, 2012) developing organization competency skills are important if an organization needs to achieve effectiveness. Organizational competencies among training professionals are important for planning, organization and execution of training processes. In the case of the worst training, the organizational human resource staff must have training on organizational development and trainer competency skills. This will enable the organization staff to plan, organize and execute training processes.

Design training plans that accommodate trainee capabilities. College education provides little in terms of industry-specific skills. In order to ensure the organization meets the differences among the trainee employees, there is need to design training plans that take into consideration the differences in skills and knowledge (Blanchard, Thacker, & Blanchard, 2009). The organization should design its training plan so that any new employee receives broader scope of training that aligns with the organization objectives and goals. Less was offered in terms of guidance and mentorship. Therefore, the organization must create a plan that offers systematic framework that guides the employee training from the beginning to completion, detailing the jobs schedules and objectives.

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