Six Types of Training and Development Strategies

1.On-the-job Training and Lectures

The two most steadily used kinds of training are on-the-job training and lectures, though little research exists as to the effectiveness of either. It’s normally unimaginable to show somebody everything she needs to 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 steadily the only type of training. It’s normally informal, which means, unfortunately, that the trainer doesn’t concentrate on the training as much as she should, and the trainer could not have a well-articulated picture of what the novice must learn.

On-the-job training is just not successful when used to avoid developing a training program, although it could be an efficient a part of a well-coordinated training program.

Lectures are used because of their low price and their capacity to achieve many people. Lectures, which use one-way communication as opposed to interactive learning methods, are a lot criticized as a training device.

2. Programmed Instruction (PI)

These devices systematically current info to the learner and elicit a response; they use reinforcement ideas to promote appropriate responses. When PI was initially developed in the 1950s, it was regarded as helpful only for basic subjects. Right now the tactic is used for skills as diverse as air visitors management, blueprint reading, and the evaluation of tax returns.

3. Computer-Assisted Instruction (CAI)

With CAI, students can study 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 will be quickly chosen 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 extend the range of skills that may be taught and the way data could also be presented. Many systems have electronic blackboards and slide projection equipment. The usage of methods that mix audiovisual systems comparable to closed circuit television and telephones has spawned a new time period for this type of training, teletraining. The function on ” Sesame Street ” illustrates the design and analysis 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 can be necessary to produce both learning and the transfer of new knowledge and skills to application settings. Both machine and other forms of simulators exist. Machine simulators often have substantial degrees of. physical fidelity; that’s, they characterize the real world’s operational equipment. The primary function of simulation, however, is to produce psychological fidelity, that is, to reproduce in the training those processes that can be required on the job. We simulate for a number of reasons, including to control the training atmosphere, for safety, to introduce feedback and different learning ideas, and to reduce cost.

6. Business games

They’re the direct progeny of war games that have been used to train officers in combat techniques for hundreds of years. Nearly all early business games had been designed to show primary business skills, however more current games also embrace interpersonal skills. Monopoly may be considered the quintessential business game for younger capitalists. It is probably the first place children realized the words mortgage, taxes, and go to jail.

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