Kudler

Training is defined by Cascio, (2005). P286 as consisting of planned programs, designed to improve performance at the individual, group or organizational levels. Improved performance in turn implies that there have been measurable changes in knowledge, skills, attitudes and social behavior. Cascio stated that training could be addressed from two perspectives, namely the aggregate level of expenditures by the providers of training and training at the macro level that examines issues such as what types of training seem to yield positive outcomes for organizations and trainees, to structure the programs and how to evaluate the training efforts.   For training to be effective, it must go through these stages of assessment which deals with assessing the instructional needs, then training and development that deals with selecting the training media, and the evaluation of training.

Training methods

Cascio classified training methods into three ways, namely information presentation, simulation method, and on-the-job training. The information presentation technology includes lectures, conferences, correspondence courses, videos, distance learning, intranet, Internet, and systematic long range programs for organizational development. Rosenbaum, (2006) p 12-13, lauded the importance of web-based training, “Web-based training fosters environment where sales representatives can sharpen sales tools and best practices on a daily basis while providing...

Objectives of the training and mentoring program

      As stated above, the main objective is for the sales team to become more knowledgeable in the new services. In order to meet those demands however, the training will need to take into consideration the following factors or “training trends” in order to succeed. According to Cascio (2005):