Six Types of Training and Development Methods

1.On-the-job Training and Lectures

The two most often 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 teach somebody everything she must know at a location away from the workplace. Thus on-the-job training often supplements different kinds of training, e.g., classroom or off-site training; but on-the-job training is incessantly the only form of training. It’s usually informal, which means, sadly, that the trainer does not concentrate on the training as much as she should, and the trainer might 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 might 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 strategies, are much 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 in the Fifties, it was considered helpful only for basic subjects. Immediately the method is used for skills as diverse as air visitors control, blueprint reading, and the analysis of tax returns.

3. Computer-Assisted Instruction (CAI)

With CAI, students can be taught 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 alternate options can be quickly selected to suit the student’s capabilities, and performance might 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 may be presented. Many systems have digital blackboards and slide projection equipment. The usage of techniques that combine 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 evaluation of one in all 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 transfer of new knowledge and skills to application settings. Both machine and other types of simulators exist. Machine simulators usually have substantial degrees of. physical fidelity; that is, they symbolize the real world’s operational equipment. The primary goal of simulation, nonetheless, is to produce psychological fidelity, that is, to reproduce within the training these processes that will be required on the job. We simulate for a number of reasons, including to control the training environment, for safety, to introduce feedback and different learning rules, and to reduce cost.

6. Enterprise games

They’re the direct progeny of war games that have been used to train officers in combat methods for hundreds of years. Almost all early business games had been designed to teach basic business skills, but more latest games also embrace interpersonal skills. Monopoly is perhaps considered the quintessential business game for young capitalists. It’s probably the primary place kids realized the words mortgage, taxes, and go to jail.

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