Six Types of Training and Development Techniques

1.On-the-job Training and Lectures

The 2 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 not possible to show somebody 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; however on-the-job training is steadily the only type of training. It is usually informal, which means, unfortunately, that the trainer doesn’t concentrate on the training as much as she ought to, and the trainer could not have a well-articulated picture of what the novice must learn.

On-the-job training isn’t profitable when used to keep away from creating a training program, though it could be an efficient a part of a well-coordinated training program.

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

2. Programmed Instruction (PI)

These devices systematically current information 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 regarded as useful only for basic subjects. Immediately the tactic is used for skills as various 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. Instructional alternatives might be quickly selected to suit the student’s capabilities, and efficiency may be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Methods

Both television and film extend the range of skills that can be taught and the way info may be presented. Many systems have electronic blackboards and slide projection equipment. The use of methods that combine audiovisual systems akin to 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 that are essential to produce each learning and the transfer of new knowledge and skills to application settings. Each machine and other types of simulators exist. Machine simulators often have substantial degrees of. physical fidelity; that is, they symbolize the real world’s operational equipment. The primary objective of simulation, however, is to produce psychological fidelity, that’s, to reproduce within the training these processes that can 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 different learning rules, and to reduce cost.

6. Enterprise games

They are the direct progeny of war games which were used to train officers in fight techniques for hundreds of years. Virtually all early enterprise games were designed to show basic enterprise skills, however more current games additionally embrace interpersonal skills. Monopoly could be considered the quintessential business game for young capitalists. It is probably the first place children learned the words mortgage, taxes, and go to jail.

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