I agree with you on the methods of conducting training ranging from coaching and mentoring, e-learning, conferences, and on-job training among others. Fundamentally, training seeks to fulfill the goals or the objectives of the company (Tripathi and Chaurasia, 2014 p. 91). It follows that the choice of the training methods ought to promote the productivity directly or indirectly. For this reason, managers choose the best methods based on the goals of the firm so as to ensure that the employees retains the knowledge and apply it.
The use of multiple approach as you have noted makes the organization gain maximally from the training methods. For instance, some methods are cheaper than others and, at the same time meets the needs of the diverse workforces since it favors the needs of all of the people from the different education background, ethnicity, age, and experience. However, the multiple approach does not come without disadvantages. What are the drawbacks of using mixed training methods?
I also concur with you on the importance of confidence and competence in the workplace. It is critical to note that these traits usually come from proper training that ensure that the workers have intrinsic motivation. Kunasz (n.d, p 183) noted that it was important to choose the methods of training such that they do not only convey knowledge but also arouse the interest of the participants. Therefore, the methods should motivate the participants to keep participating in the programs. Besides, motivated learners would tend to apply the knowledge at ease as opposed to demotivated ones. As you noted, boring people during training is counter-productive. What is the role of the participants in keeping the training session(s) interesting?
References
Kunasz M. (n.d). Methods and techniques used in vocational training. Retrieved on January 7, 2016 from http://www.wneiz.pl/nauka_wneiz/sip/sip4-2008/SiP-4-12.pdf
Tripathi R. and Chaurasia K. K., (2014). Analysis and evaluation of training methods. IRC’s International Journal of Multidisciplinary Research in Social & Management. Vol. 2. Issue: 2. Retrieved on January 7, 2016 from http://ircjournals.org/vol2issue2/91-98.pdf
