Six Types of Training and Development Techniques

1.On-the-job Training and Lectures

The two most incessantly 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 other kinds of training, e.g., classroom or off-site training; however on-the-job training is steadily the only form 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 could not have a well-articulated image of what the novice needs to learn.

On-the-job training just isn’t successful when used to avoid creating a training program, though it will be an effective a part of a well-coordinated training program.

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

2. Programmed Instruction (PI)

These gadgets systematically current information to the learner and elicit a response; they use reinforcement ideas to promote appropriate responses. When PI was originally developed within the Nineteen Fifties, it was thought to be useful only for primary subjects. In the present day the strategy is used for skills as various as air traffic management, blueprint reading, and the analysis of tax returns.

3. Computer-Assisted Instruction (CAI)

With CAI, students can study 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 may be quickly chosen 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 Strategies

Each television and film prolong the range of skills that may be taught and the way information could also be presented. Many systems have electronic blackboards and slide projection equipment. The usage of strategies that combine audiovisual systems such as 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 might be necessary to produce both learning and the switch 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’s, they represent the real world’s operational equipment. The main purpose of simulation, nevertheless, is to produce psychological fidelity, that’s, to reproduce in the training those processes that shall 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 ideas, and to reduce cost.

6. Enterprise games

They are the direct progeny of war games which have been used to train officers in fight techniques for hundreds of years. Virtually all early business games have been designed to show primary business skills, however more current games also embody interpersonal skills. Monopoly might be considered the quintessential business game for young capitalists. It is probably the primary place children discovered the words mortgage, taxes, and go to jail.

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