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, though little research exists as to the effectiveness of either. It’s usually not possible to teach someone everything she needs to 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; but on-the-job training is continuously the only type of training. It is usually casual, which means, sadly, that the trainer doesn’t concentrate on the training as much as she ought to, and the trainer might not have a well-articulated picture of what the novice must learn.

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

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

2. Programmed Instruction (PI)

These units systematically present info to the learner and elicit a response; they use reinforcement principles to promote appropriate responses. When PI was originally developed within the Fifties, it was considered helpful only for basic subjects. At this time the tactic is used for skills as diverse as air 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 pc, it is believed by many to be a more dynamic learning device. Academic alternatives can be quickly selected to suit the student’s capabilities, and performance may be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Strategies

Both television and film prolong the range of skills that can be taught and the way data could also be presented. Many systems have digital blackboards and slide projection equipment. Using techniques that combine audiovisual systems resembling 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 among television’s favorite children’s program as a training device.

5. Simulations

Training simulations replicate the essential traits of the real world which can be essential to produce each learning and the switch of new knowledge and skills to application settings. Both machine and different types of simulators exist. Machine simulators usually have substantial degrees of. physical fidelity; that’s, they characterize the real world’s operational equipment. The primary function of simulation, nonetheless, is to produce psychological fidelity, that’s, to reproduce within the training those processes that will be required on the job. We simulate for a number of reasons, together with to manage the training atmosphere, for safety, to introduce feedback and other learning rules, 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. Nearly all early enterprise games have been designed to teach fundamental business skills, but more current games also embrace interpersonal skills. Monopoly might be considered the quintessential enterprise game for younger capitalists. It’s probably the primary place children realized the words mortgage, taxes, and go to jail.

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