1.On-the-job Training and Lectures
The two most frequently used kinds of training are on-the-job training and lectures, although little research exists as to the effectiveness of either. It is usually impossible to show someone everything she needs to know at a location away from the workplace. Thus on-the-job training typically supplements other kinds of training, e.g., classroom or off-site training; but on-the-job training is ceaselessly the only type of training. It’s often informal, which means, unfortunately, that the trainer doesn’t concentrate on the training as much as she ought to, and the trainer might not have a well-articulated image of what the novice must learn.
On-the-job training is not profitable when used to keep away from developing a training program, although it can be an efficient part of a well-coordinated training program.
Lectures are used because of their low price and their capacity to achieve many people. Lectures, which use one-way communication as opposed to interactive learning techniques, are much criticized as a training device.
2. Programmed Instruction (PI)
These units systematically current info to the learner and elicit a response; they use reinforcement principles to promote appropriate responses. When PI was originally developed in the 1950s, it was regarded as useful only for primary subjects. Right now the strategy is used for skills as diverse as air traffic 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 computer, it is believed by many to be a more dynamic learning device. Educational alternatives could be quickly selected to suit the student’s capabilities, and performance will 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 can be taught and the way data may be presented. Many systems have electronic blackboards and slide projection equipment. The usage of methods that mix audiovisual systems resembling closed circuit television and telephones has spawned a new term for this type of training, teletraining. The characteristic on ” Sesame Street ” illustrates the design and evaluation of one of television’s favorite children’s program as a training device.
5. Simulations
Training simulations replicate the essential traits of the real world which might be necessary to produce both learning and the transfer of new knowledge and skills to application settings. Both machine and different types of simulators exist. Machine simulators often have substantial degrees of. physical fidelity; that’s, they symbolize the real world’s operational equipment. The principle function of simulation, nevertheless, is to produce psychological fidelity, that is, to reproduce in the training those processes that can be required on the job. We simulate for a number of reasons, together with to regulate the training atmosphere, for safety, to introduce feedback and different learning principles, and to reduce cost.
6. Business games
They’re the direct progeny of war games which were used to train officers in fight strategies for hundreds of years. Virtually all early business games have been designed to show primary enterprise skills, however more current games also include interpersonal skills. Monopoly might be considered the quintessential business game for younger capitalists. It is probably the first place children learned the words mortgage, taxes, and go to jail.
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