Six Types of Training and Development Methods

1.On-the-job Training and Lectures

The two most steadily used kinds of training are on-the-job training and lectures, although little research exists as to the effectiveness of either. It is often not possible to teach somebody everything she must know at a location away from the workplace. Thus on-the-job training usually supplements other kinds of training, e.g., classroom or off-site training; however on-the-job training is frequently the only form of training. It is usually informal, which means, sadly, that the trainer does not concentrate on the training as much as she ought to, and the trainer may not have a well-articulated picture of what the novice needs to learn.

On-the-job training will not be successful when used to avoid developing a training program, though it could be an effective part of a well-coordinated training program.

Lectures are used because of their low value and their capacity to succeed in many people. Lectures, which use one-way communication versus interactive learning methods, are a lot criticized as a training device.

2. Programmed Instruction (PI)

These devices systematically present data to the learner and elicit a response; they use reinforcement ideas to promote appropriate responses. When PI was originally developed in the 1950s, it was considered helpful only for basic subjects. In the present day the method is used for skills as diverse as air site visitors control, blueprint reading, and the analysis of tax returns.

3. Computer-Assisted Instruction (CAI)

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

4. Audiovisual Methods

Each television and film extend the range of skills that may be taught and the way info could also be presented. Many systems have digital blackboards and slide projection equipment. The use of methods that mix audiovisual systems comparable to closed circuit television and telephones has spawned a new time period for this type of training, teletraining. The feature on ” Sesame Street ” illustrates the design and analysis of one among television’s favorite children’s program as a training device.

5. Simulations

Training simulations replicate the essential traits of the real world which are essential to produce each learning and the switch of new knowledge and skills to application settings. Both machine and other types of simulators exist. Machine simulators usually have substantial degrees of. physical fidelity; that’s, they signify the real world’s operational equipment. The main goal of simulation, nevertheless, is to produce psychological fidelity, that’s, to reproduce in the training these processes that will probably be required on the job. We simulate for a number of reasons, together with to control the training setting, for safety, to introduce feedback and different learning rules, and to reduce cost.

6. Business games

They are the direct progeny of war games that have been used to train officers in fight strategies for hundreds of years. Nearly all early business games were designed to show fundamental business skills, however more current games also embrace interpersonal skills. Monopoly could be considered the quintessential business game for young capitalists. It is probably the primary place children realized the words mortgage, taxes, and go to jail.

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