Human resource department of any company these days motivate functional areas training to improve the expertise and performance of employees. But not all employees are 100% open for training sessions, hence in order to make training sessions effectual; trainer can use some of the guided management techniques.

One thing trainer must fasten in mind, that it is not employees, attending the sessions will make the entire exercise successful; as a matter of fact trainer teaching modus operandi, procedure and above all the positive attitude, which will make entire session successful.

In most of the cases training do not prolong for more than one or two days, hence the best way to start is handouts should be submitted to trainees one day prior to training day for reference and to have the idea of topic going to be elaborated by trainer.

Secondly before starting the session, each trainee’s brief work profile should be converse, which can be co-related with case studies and practical work life problems -solution.

In the beginning two or more groups should be formed, for opinion on various subject matters elaborated, case studies discussion and finally the performance review of each group. One thing should be kept in mind the plan of training should de designed in such a way, which emphasis on particular topic/ subject rather than cluster of various topics.

Hence trainer must prepare the focused teaching plan, with maximum real life problem solving situations and 60%-40% contribution of trainees and trainer respectively. Session should first begin with company’s present standing in congruence with market growth, competitors standing, market share to be achieve in next five year, long term and short term goals. All theses topics shall help trainees co-relate the final objective of training with company’s objective.

Now apart from procedure and plan there are three factors which trigger the show with enthusiasm and deliver the positive results i.e. Discipline in class room, praise/ honor the trainees for their active contribution and evaluation criterion.

Evaluation criterion should not be restricted to grades assigned on certificate but performance review should be conducted after a month to verify if employees have acquired some special skill after training, which reflect in their performance.