Six Types of Training and Development Strategies

1.On-the-job Training and Lectures

The two most frequently used kinds of training are on-the-job training and lectures, although little research exists as to the effectiveness of either. It’s usually not possible to teach 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 often the only type of training. It is often informal, which means, sadly, that the trainer doesn’t concentrate on the training as a lot as she should, 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 developing a training program, though it may be an effective part of a well-coordinated training program.

Lectures are used because of their low cost and their capacity to succeed in many people. Lectures, which use one-way communication versus interactive learning methods, are much criticized as a training device.

2. Programmed Instruction (PI)

These units systematically present data to the learner and elicit a response; they use reinforcement rules to promote appropriate responses. When PI was initially developed in the Fifties, it was thought to be helpful only for primary subjects. Immediately the strategy 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 pace, as with PI. Because the student interacts with the computer, it is believed by many to be a more dynamic learning device. Academic options may be quickly selected to suit the student’s capabilities, and efficiency may be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Strategies

Each television and film lengthen the range of skills that may be taught and the way info may be presented. Many systems have electronic blackboards and slide projection equipment. Using strategies that combine audiovisual systems corresponding to closed circuit television and telephones has spawned a new term for this type of training, teletraining. The characteristic 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 characteristics of the real world which might be necessary to produce each 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’s, they signify the real world’s operational equipment. The principle goal of simulation, nonetheless, is to produce psychological fidelity, that’s, to reproduce within the training those processes that will likely be required on the job. We simulate for a number of reasons, including to manage the training surroundings, for safety, to introduce feedback and different learning principles, and to reduce cost.

6. Enterprise games

They’re the direct progeny of war games which were used to train officers in fight strategies for hundreds of years. Virtually all early business games have been designed to show basic business skills, however more recent games also embrace interpersonal skills. Monopoly might be considered the quintessential business game for young capitalists. It’s probably the first place youngsters discovered the words mortgage, taxes, and go to jail.

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