Six Types of Training and Development Methods

1.On-the-job Training and Lectures

The two most regularly used kinds of training are on-the-job training and lectures, though 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; but on-the-job training is continuously the only form of training. It is often casual, which means, unfortunately, that the trainer doesn’t concentrate on the training as much as she ought to, and the trainer might not have a well-articulated image of what the novice needs to learn.

On-the-job training shouldn’t be profitable when used to avoid growing a training program, though it will be an efficient part of a well-coordinated training program.

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

2. Programmed Instruction (PI)

These gadgets systematically current data to the learner and elicit a response; they use reinforcement rules to promote appropriate responses. When PI was originally developed in the 1950s, it was thought to be helpful only for basic subjects. At this time the method is used for skills as various as air traffic management, blueprint reading, and the evaluation of tax returns.

3. Computer-Assisted Instruction (CAI)

With CAI, students can learn 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. Educational options may be quickly selected 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 Techniques

Each television and film prolong the range of skills that may be taught and the way data may be presented. Many systems have digital blackboards and slide projection equipment. Using methods that combine audiovisual systems resembling closed circuit television and telephones has spawned a new term for this type of training, teletraining. The feature on ” Sesame Street ” illustrates the design and evaluation of 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 are essential 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 typically have substantial degrees of. physical fidelity; that is, they symbolize the real world’s operational equipment. The principle objective of simulation, nevertheless, is to produce psychological fidelity, that’s, to reproduce within the training those processes that can 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 rules, and to reduce cost.

6. Enterprise games

They’re the direct progeny of war games that have been used to train officers in fight techniques for hundreds of years. Nearly all early enterprise games were designed to teach basic business skills, but more recent games also embrace interpersonal skills. Monopoly is likely to be considered the quintessential enterprise game for younger capitalists. It’s probably the primary place youngsters learned the words mortgage, taxes, and go to jail.

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