Six Types of Training and Development Methods

1.On-the-job Training and Lectures

The two most frequently used kinds of training are on-the-job training and lectures, though little research exists as to the effectiveness of either. It’s often inconceivable to teach somebody everything she must know at a location away from the workplace. Thus on-the-job training usually supplements different kinds of training, e.g., classroom or off-site training; however on-the-job training is often the only type of training. It is often informal, which means, unfortunately, that the trainer does not concentrate on the training as a lot as she ought to, and the trainer could not have a well-articulated image of what the novice must learn.

On-the-job training isn’t successful when used to avoid developing a training program, though it might be an efficient a part of a well-coordinated training program.

Lectures are used because of their low cost and their capacity to reach many people. Lectures, which use one-way communication as opposed to interactive learning methods, are much criticized as a training device.

2. Programmed Instruction (PI)

These gadgets systematically present data to the learner and elicit a response; they use reinforcement ideas to promote appropriate responses. When PI was initially developed in the 1950s, it was thought to be helpful only for fundamental subjects. Right now the strategy is used for skills as various as air site visitors control, blueprint reading, and the analysis of tax returns.

3. Computer-Assisted Instruction (CAI)

With CAI, students can learn at their own tempo, as with PI. Because the student interacts with the pc, it is believed by many to be a more dynamic learning device. Instructional options may be quickly selected to suit the student’s capabilities, and efficiency will be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Strategies

Both television and film lengthen the range of skills that can be taught and the way information may be presented. Many systems have digital blackboards and slide projection equipment. The use of strategies that mix audiovisual systems similar to closed circuit television and telephones has spawned a new term for this type of training, teletraining. The function on ” Sesame Street ” illustrates the design and analysis of one of television’s favorite children’s program as a training device.

5. Simulations

Training simulations replicate the essential characteristics of the real world which are necessary to produce each learning and the transfer of new knowledge and skills to application settings. Both machine and different forms of simulators exist. Machine simulators usually have substantial degrees of. physical fidelity; that is, they symbolize the real world’s operational equipment. The main function of simulation, nonetheless, is to produce psychological fidelity, that is, to reproduce within the training those processes that will probably be required on the job. We simulate for a number of reasons, together with to manage the training environment, for safety, to introduce feedback and other learning principles, and to reduce cost.

6. Enterprise games

They are the direct progeny of war games that have been used to train officers in fight methods for hundreds of years. Virtually all early business games had been designed to teach primary business skills, however more latest games additionally embody interpersonal skills. Monopoly is likely to be considered the quintessential business game for younger capitalists. It is probably the primary place kids discovered the words mortgage, taxes, and go to jail.

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