Six Types of Training and Development Techniques

1.On-the-job Training and Lectures

The two most steadily used kinds of training are on-the-job training and lectures, although little research exists as to the effectiveness of either. It is often unimaginable to show someone 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; however on-the-job training is frequently the only form of training. It’s often informal, which means, unfortunately, that the trainer does not concentrate on the training as a lot as she ought to, and the trainer might not have a well-articulated image of what the novice needs to learn.

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On-the-job training shouldn’t be successful when used to avoid growing a training program, although it can be an effective 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 units systematically present information to the learner and elicit a response; they use reinforcement ideas to promote appropriate responses. When PI was initially developed within the Nineteen Fifties, it was thought to be useful only for primary subjects. Right this moment the tactic is used for skills as various as air site visitors control, 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 pc, it is believed by many to be a more dynamic learning device. Academic options will be quickly selected to suit the student’s capabilities, and efficiency might be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Strategies

Both television and film extend the range of skills that may be taught and the way info may be presented. Many systems have electronic blackboards and slide projection equipment. The use of techniques that combine audiovisual systems equivalent 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 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 which can be necessary to produce both learning and the switch of new knowledge and skills to application settings. Each machine and different forms of simulators exist. Machine simulators typically have substantial degrees of. physical fidelity; that’s, they represent the real world’s operational equipment. The principle purpose of simulation, however, is to produce psychological fidelity, that’s, to reproduce within the training those processes that will probably 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 principles, and to reduce cost.

6. Business games

They’re the direct progeny of war games which were used to train officers in combat methods for hundreds of years. Nearly all early business games had been designed to show primary business skills, but more recent games additionally embody interpersonal skills. Monopoly is likely to be considered the quintessential business game for young capitalists. It is probably the first place kids realized the words mortgage, taxes, and go to jail.

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