Six Types of Training and Development Strategies

1.On-the-job Training and Lectures

The two most regularly used kinds of training are on-the-job training and lectures, although little research exists as to the effectiveness of either. It is usually inconceivable to teach someone everything she must know at a location away from the workplace. Thus on-the-job training often supplements other kinds of training, e.g., classroom or off-site training; but on-the-job training is frequently the only type of training. It’s often informal, which means, unfortunately, that the trainer doesn’t concentrate on the training as a lot as she should, and the trainer might not have a well-articulated picture of what the novice needs to learn.

On-the-job training just isn’t profitable when used to avoid growing a training program, although it might be an effective 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 present data to the learner and elicit a response; they use reinforcement ideas to promote appropriate responses. When PI was originally developed in the Fifties, it was thought to be useful only for basic subjects. Today the method is used for skills as numerous as air traffic management, 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 computer, it is believed by many to be a more dynamic learning device. Educational alternatives can be quickly chosen to suit the student’s capabilities, and efficiency could be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Methods

Each television and film prolong the range of skills that can be taught and the way information could also be presented. Many systems have electronic blackboards and slide projection equipment. The usage of strategies that mix audiovisual systems reminiscent of 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 one among television’s favorite children’s program as a training device.

5. Simulations

Training simulations replicate the essential characteristics 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 different types of simulators exist. Machine simulators often have substantial degrees of. physical fidelity; that’s, they symbolize the real world’s operational equipment. The primary purpose of simulation, however, is to produce psychological fidelity, that is, to reproduce within the training those processes that might be required on the job. We simulate for a number of reasons, including to manage the training setting, for safety, to introduce feedback and other learning principles, and to reduce cost.

6. Enterprise games

They’re the direct progeny of war games which were used to train officers in combat methods for hundreds of years. Nearly all early business games were designed to teach primary enterprise skills, however more current games also include interpersonal skills. Monopoly could be considered the quintessential business game for younger capitalists. It’s probably the primary place kids realized the words mortgage, taxes, and go to jail.

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