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Effective training programs are critical for successful employee performance. The same can be said for volunteer programs. Volunteers need to have the knowledge and skills necessary to fulfill the mission of the organization. In this study, we examine the impact of training methods and trainees’ demographic factors on the effectiveness of a training program for a voluntary program. Survey results ( N = 5,727) indicate a very low percentage of participation (16.46%) in the voluntary program after training. Responses also indicate that content knowledge recall after training is affected by training year (the year receiving training), industrial sector, calling history, and training delivery method. Participants’ desires for retraining are also impacted by the type of training received, the industry sector, as well as past participation in the program. Recommendations for voluntary training programs based on study results and future research directions are presented.

Different training delivery methods each have their own advantages and disadvantages. Method effectiveness is based on the characteristics of the trainees and the program itself. Voluntary programs require extra consideration as there is no direct obligation for volunteers to participate and interact with the system. This paper studies and compares three methods (online, video, and face-to-face) for delivering training in a voluntary program. Demographic characteristics affected trainees' preference for training delivery method. Also, the training delivery method significantly impacts trainees' performance, participation in the program, and trainees' perceptions regarding re-training. These issues should be considered when a volunteer training program is designed.

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