for understanding it. The attitude of the individuals toward training needs to be positive, and if it is not, training is also less effective. Although most employees are eager for training, if these are not, it helps to explain the benefits of the training in terms that are meaningful, such as raises, bonuses, less frustration, and so forth. The attitude of the organization as a whole toward training must be positive and supportive. If the employee in training is hassled by a supervisor about taking the time off from regular work to attend training, this will mitigate against a positive result.
             3. An effective training program is planned by utilizing the training needs assessment to determine what training needs to occur and for whom, as well as what form the training should occur in. If everyone in a department needs the same training, a seminar or in-house contract course provides consistency, convenience, and time-savings realized from less work time missed. Furthermore, the way the training program is presented to employees is important for establishing a positive attitude toward it; if employees are introduced to the training program through a motivational presentation or meeting, they are more likely to understand the purpose of it and feel prepared to learn. Above all, the training should be relevant in order to be effective.
             4. Training methods can either be in the form of on-the-job training or off-the-job training. On-the-job-training occurs while employees are in the act of performing their regular jobs and includes mentoring, orientation, job instruction training, apprenticeship, internship, assistantship, job rotation, and coaching ("4. Employee Training and Development."). Off-the-job training can include lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction, laboratory training, computerized training, and attendance a...