Training design and delivery practices
Instructional strategies and methods have implications for training effectiveness
(Salas et al. 1999). Interactive methodologies (e.g. small group exercises, role plays)
may be most effective for the acquisition and retention of interpersonal skills,
knowledge, and attitudes (e.g. Read and Kleiner 1996; Sogunro 2004). Passive
training methods (e.g. lectures, videos) are less able to change employee attitudes and
behaviours (Sogunro 2004) that are the target of sexual harassment training
programmes. Consistent with general training research findings, Perry, Kulik, and
Schmidtke (1998) found that video training improved trainees’ knowledge about
sexual harassment and reduced inappropriate behaviours, but did not change
Training design and delivery practicesInstructional strategies and methods have implications for training effectiveness(Salas et al. 1999). Interactive methodologies (e.g. small group exercises, role plays)may be most effective for the acquisition and retention of interpersonal skills,knowledge, and attitudes (e.g. Read and Kleiner 1996; Sogunro 2004). Passivetraining methods (e.g. lectures, videos) are less able to change employee attitudes andbehaviours (Sogunro 2004) that are the target of sexual harassment trainingprogrammes. Consistent with general training research findings, Perry, Kulik, andSchmidtke (1998) found that video training improved trainees’ knowledge aboutsexual harassment and reduced inappropriate behaviours, but did not change
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