Six Types of Training and Development Methods

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’s usually unimaginable to teach someone everything she must know at a location away from the workplace. Thus on-the-job training usually 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 is usually casual, which means, sadly, that the trainer doesn’t concentrate on the training as a lot as she should, and the trainer may not have a well-articulated image of what the novice needs to learn.

On-the-job training is not profitable when used to keep away from growing a training program, although it will be an efficient 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 methods, are much criticized as a training device.

2. Programmed Instruction (PI)

These gadgets systematically present information to the learner and elicit a response; they use reinforcement principles to promote appropriate responses. When PI was initially developed in the 1950s, it was regarded as useful only for fundamental subjects. In the present day the method is used for skills as numerous as air traffic control, blueprint reading, and the evaluation 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. Educational options 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 Techniques

Both television and film lengthen the range of skills that may be taught and the way data may be presented. Many systems have electronic blackboards and slide projection equipment. The use of techniques that mix audiovisual systems equivalent to 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 certainly one of television’s favorite children’s program as a training device.

5. Simulations

Training simulations replicate the essential characteristics of the real world which can be necessary to produce both learning and the transfer of new knowledge and skills to application settings. Each machine and different types of simulators exist. Machine simulators usually have substantial degrees of. physical fidelity; that is, they symbolize the real world’s operational equipment. The principle objective of simulation, however, is to produce psychological fidelity, that is, to reproduce in the training these processes that will likely 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 rules, and to reduce cost.

6. Enterprise games

They are the direct progeny of war games that have been used to train officers in combat methods for hundreds of years. Almost all early enterprise games had been designed to show primary enterprise skills, but more recent games also embody interpersonal skills. Monopoly is perhaps considered the quintessential enterprise game for young capitalists. It is probably the primary place kids learned the words mortgage, taxes, and go to jail.

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