Six Types of Training and Development Techniques

1.On-the-job Training and Lectures

The two most often used kinds of training are on-the-job training and lectures, although little research exists as to the effectiveness of either. It’s often unattainable to teach somebody everything she must 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 often the only form of training. It’s usually informal, which means, sadly, that the trainer doesn’t concentrate on the training as much as she ought to, and the trainer could not have a well-articulated picture of what the novice needs to learn.

On-the-job training just isn’t profitable when used to avoid creating a training program, although it might be an effective 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 units systematically current info to the learner and elicit a response; they use reinforcement rules to promote appropriate responses. When PI was originally developed in the Fifties, it was regarded as useful only for basic subjects. Right now the method is used for skills as various 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 pc, it is believed by many to be a more dynamic learning device. Instructional alternatives could be quickly selected to suit the student’s capabilities, and efficiency can be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Methods

Each television and film extend the range of skills that can be taught and the way information could also be presented. Many systems have electronic blackboards and slide projection equipment. Using methods that mix audiovisual systems comparable 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 certainly 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 essential to produce both learning and the transfer of new knowledge and skills to application settings. Each machine and different forms of simulators exist. Machine simulators usually have substantial degrees of. physical fidelity; that is, they signify the real world’s operational equipment. The primary purpose of simulation, however, is to produce psychological fidelity, that is, to reproduce within the training those processes that shall be required on the job. We simulate for a number of reasons, including to manage the training atmosphere, for safety, to introduce feedback and different learning ideas, and to reduce cost.

6. Business games

They are the direct progeny of war games which were used to train officers in combat strategies for hundreds of years. Nearly all early enterprise games had been designed to show fundamental business skills, but more current games also embody interpersonal skills. Monopoly might be considered the quintessential enterprise game for young capitalists. It is probably the primary place youngsters learned the words mortgage, taxes, and go to jail.

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