Six Types of Training and Development Methods

1.On-the-job Training and Lectures

The two most ceaselessly used kinds of training are on-the-job training and lectures, though little research exists as to the effectiveness of either. It’s usually unattainable to show somebody everything she needs to know at a location away from the workplace. Thus on-the-job training usually 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 is usually informal, which means, sadly, that the trainer doesn’t concentrate on the training as a lot as she ought to, and the trainer may not have a well-articulated picture of what the novice needs to learn.

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

Lectures are used because of their low cost and their capacity to achieve 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 devices systematically current data 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 considered helpful only for primary subjects. Right this moment the tactic is used for skills as numerous 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. Instructional alternatives can be quickly selected to suit the student’s capabilities, and performance will be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Techniques

Each television and film lengthen the range of skills that can be taught and the way information may be presented. Many systems have electronic blackboards and slide projection equipment. Using methods that mix audiovisual systems reminiscent of 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 analysis of one in all television’s favorite children’s program as a training device.

5. Simulations

Training simulations replicate the essential traits of the real world that are essential to produce both learning and the transfer of new knowledge and skills to application settings. Each machine and other forms of simulators exist. Machine simulators often have substantial degrees of. physical fidelity; that is, they characterize the real world’s operational equipment. The primary function of simulation, however, is to produce psychological fidelity, that’s, to reproduce within the training these processes that shall be required on the job. We simulate for a number of reasons, together with to manage the training setting, for safety, to introduce feedback and different learning principles, and to reduce cost.

6. Enterprise games

They are the direct progeny of war games that have been used to train officers in combat techniques for hundreds of years. Almost all early business games were designed to show basic enterprise skills, however more latest games also embrace interpersonal skills. Monopoly might be considered the quintessential business game for young capitalists. It’s probably the first place children realized the words mortgage, taxes, and go to jail.

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