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 normally inconceivable to teach someone everything she needs to know at a location away from the workplace. Thus on-the-job training typically supplements different kinds of training, e.g., classroom or off-site training; however on-the-job training is regularly the only type of training. It’s usually informal, which means, unfortunately, that the trainer does not concentrate on the training as much as she ought to, and the trainer may not have a well-articulated picture of what the novice must learn.

On-the-job training isn’t profitable when used to keep away from developing a training program, although it might be an effective part of a well-coordinated training program.

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

2. Programmed Instruction (PI)

These gadgets systematically current info to the learner and elicit a response; they use reinforcement rules to promote appropriate responses. When PI was initially developed in the 1950s, it was thought to be useful only for fundamental subjects. Today the tactic is used for skills as numerous as air visitors management, 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 alternate options can be quickly chosen to suit the student’s capabilities, and performance can be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Methods

Both 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 strategies that mix audiovisual systems akin to closed circuit television and telephones has spawned a new time period for this type of training, teletraining. The feature on ” Sesame Street ” illustrates the design and analysis of considered 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 might be necessary to produce each learning and the switch of new knowledge and skills to application settings. Both machine and different types of simulators exist. Machine simulators usually have substantial degrees of. physical fidelity; that’s, they symbolize the real world’s operational equipment. The primary purpose of simulation, however, is to produce psychological fidelity, that’s, to reproduce in the training those processes that shall be required on the job. We simulate for a number of reasons, together with to control the training setting, for safety, to introduce feedback and other learning principles, 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. Virtually all early enterprise games were designed to teach fundamental enterprise skills, but more current games additionally embody interpersonal skills. Monopoly could be considered the quintessential business game for younger capitalists. It is probably the first place children discovered the words mortgage, taxes, and go to jail.

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