Six Types of Training and Development Techniques

1. On-the-job training and lectures

The two most commonly used types of training are on-the-job training and lectures, although little research has been done on the effectiveness of either. It’s usually impossible to teach someone everything they need to know in one place away from the workplace. Therefore, on-the-job training often complements other types of training, e.g. B. classroom training or external training; but on-the-job training is often the only form of training. It’s usually informal, which means that unfortunately the trainer isn’t as focused on the training as she should be, and the trainer may not have a well-articulated picture of what the beginner needs to learn.

On-the-job training is unsuccessful when used to avoid developing a training program, although it can be an effective part of a well-coordinated training program.

Lectures are used for their low cost and ability to reach large numbers of people. Lectures, which use one-way communication as opposed to interactive learning techniques, have been heavily criticized as a training device.

2. Programmed Instruction (PI)

These devices systematically present information to the learner and elicit a response; They use reinforcement principles to encourage appropriate responses. When PI was originally developed in the 1950s, it was thought to be useful only for basic subjects. Today, the method is used for skills as diverse as air traffic control, reading blueprints, and analyzing tax returns.

3. Computer-Aided Instruction (CAI)

Like PI, CAI allows students to learn at their own pace. Because the student interacts with the computer, it is seen by many as a more dynamic learning device. Learning alternatives can be quickly selected to suit the student’s ability and performance can be continuously monitored. As the lesson progresses, data is collected to monitor and improve performance.

4. Audiovisual Techniques

Both television and film are expanding the range of skills that can be taught and the ways in which information can be presented. Many systems have electronic boards and slide projectors. The use of techniques combining audiovisual systems such as CCTV and telephones has created a new term for this type of training. teletraining. The contribution to “Sesame Street” illustrates the design and evaluation of one of the most popular children’s programs on television as a training tool.

5. Simulations

education simulations Replicate the essential characteristics of the real world required to enable both learning and the transfer of new knowledge and skills into application environments. There are both machine and other forms of simulators. Machine simulators often have significant degrees of physical fidelity; that is, they represent the operational equipment of the real world. However, the main purpose of simulation is to establish psychological fidelity, ie to replicate in training those processes that will be required in the job. We simulate for a number of reasons, including to control the training environment, for security reasons, to introduce feedback and other learning principles, and to reduce costs.

6. Business games

They are the direct descendants of war games, which have been used to train officers in combat techniques for hundreds of years. Almost all early business games were designed to teach basic business skills, but more recent games also include interpersonal skills. Monopoly could be seen as the quintessential business game for young capitalists. It’s probably the first place youngsters learned the words mortgage, taxes, and jail.

Thanks to Markus Taylor | #Types #Training #Development #Techniques