Six Types of Training and Development Methods

1.On-the-job Training and Lectures

The two most ceaselessly used kinds of training are on-the-job training and lectures, though little research exists as to the effectiveness of either. It is usually unimaginable to show somebody everything she needs to know at a location away from the workplace. Thus on-the-job training typically supplements different kinds of training, e.g., classroom or off-site training; but on-the-job training is frequently the only type of training. It is normally casual, which means, unfortunately, that the trainer doesn’t concentrate on the training as much as she should, and the trainer may not have a well-articulated picture of what the novice needs to learn.

On-the-job training is just not profitable when used to avoid developing a training program, though it may be an effective 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 devices systematically present information to the learner and elicit a response; they use reinforcement principles to promote appropriate responses. When PI was originally developed in the Nineteen Fifties, it was considered useful only for basic subjects. Immediately the tactic is used for skills as numerous as air site visitors control, blueprint reading, and the evaluation 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. Educational alternate options will 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 lengthen the range of skills that may be taught and the way information may be presented. Many systems have electronic blackboards and slide projection equipment. Using strategies that combine audiovisual systems corresponding 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 evaluation of considered one of television’s favorite children’s program as a training device.

5. Simulations

Training simulations replicate the essential traits of the real world that are essential to produce both learning and the switch of new knowledge and skills to application settings. Both machine and other types of simulators exist. Machine simulators typically have substantial degrees of. physical fidelity; that is, they represent the real world’s operational equipment. The main objective of simulation, however, is to produce psychological fidelity, that’s, to reproduce in the training those processes that will probably be required on the job. We simulate for a number of reasons, including to regulate the training atmosphere, for safety, to introduce feedback and different learning rules, and to reduce cost.

6. Enterprise games

They’re the direct progeny of war games which were used to train officers in fight techniques for hundreds of years. Almost all early enterprise games were designed to show basic enterprise skills, however more latest games also embody interpersonal skills. Monopoly is perhaps considered the quintessential enterprise game for young capitalists. It is probably the primary place youngsters discovered the words mortgage, taxes, and go to jail.

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