METHODS AND TECHNIQUES OF TRAINING

METHODS AND TECHNIQUES OF TRAINING  

             Employee training is one of the most critical parts of the employee experience. When a new employee starts, they’re a sponge, ready to absorb information about your company, your policies and procedures, and their role and responsibilities. Existing employees also need ongoing training to learn new skills, improve existing ones and continue to grow over time. But what’s the best way to facilitate the training process?

        Technological advancements have revolutionized the training industry, giving managers more training method options than ever. Companies now have access to all kinds of digital tools like training videos and computer-based training, and can still leverage tried-and-true methods like traditional classroom training.

1. Instructor-led classroom training: Classroom-style training is the most traditional and widely used training method, accounting for 42% of a company’s training hours on average and used exclusively or mostly (90% to 100% of the time) by 13% of organisations. This method mimics other educational environments like a college course. A subject matter expert or training manager prepares a classroom experience – usually a lecture-style presentation with a PowerPoint as a visual accompaniment – and presents in front of a group of trainees.

2. Job Instruction Training: Many jobs consist of a logical sequence of steps and are best taught in this manner- step-by-step. This step-by-step learning has been called job instruction training. It involves listing all necessary steps in the job, each in its proper sequence. Alongside each step, “key point” can also be described. The steps show what is to be done, while the key points show how it is to be done – and why. The JIT involves the many objectives.

3. Interactive methods: This training method takes classroom-style lectures to a new level by adding interactive and group activities to the training experience. Popular interactive methods include small group discussions, case study reviews, role playing, quizzes and demonstrations. Since 1 in 3 employees say training is often uninspiring and prohibits learning, this approach is a great way to add fun, engaging experiences to the training process.

Interactive training can be highly effective because it combats the one-directional transfer of knowledge that comes with lecture-style training; by empowering conversation and group interaction, you not only keep the energy high, but allow participants to all learn from each other.

4. Hands-on training: Hands-on training skips the conceptual and dives right into the practical, allowing trainees to quickly get their hands on whatever they’re learning. This approach is widely preferred by employees; 52% of adult say the best way to learn is through active participation. On top of being well-received by trainees, hands-on learning also has several other advantages. It’s often a quicker process because you dive in on day one. It can also boost knowledge recollection; long days in a training lecture may leave some trainees fried, but hands-on training requires focus, which can improve information retention.

5. Computer-based and e-learning training: If you’re looking for a training method that removes the need for an in-person facilitator, computer-based or e-learning training may be right for you. While sometimes used interchangeably, these two approaches have one distinct difference: computer-based training (CBT) encompasses any type of training that takes place on a computer, while e-learning training is specifically training that’s hosted online via a website or web app. These digital training usually mimic classroom-style training's, displaying visual content on screen that supports a lecturer’s voice over. They can also include resources like videos and reading material to accompany coursework, similar to what you might find in a classroom environment.

6. On-The-Job Training: This method places the employees in an actual work situation and makes them appear to be immediately productive. It is learning by doing. Individual are trained on the same machine, while doing the same work expected of them. The employee learns in the same environment where he will be working at his regular tasks. He, therefore, comes in a close contact with his future supervisors and peers.

7. Case study method: Usually case study deals with any problem confronted by a business which can be solved by an employee. The trainee is given an opportunity to analyse the case and come out with all possible solutions. This method can enhance analytic and critical thinking of an employee.

8. Business games: According to this method the trainees are divided into groups and each group has to discuss about various activities and functions of an imaginary organization. They will discuss and decide about various subjects like production, promotion, pricing etc. This gives result in co-operative decision making process.

9. Coaching/Mentoring: Coaching/mentoring gives employees a chance to receive training one-on-one from an experienced professional. This usually takes place after another more formal process has taken place to expand on what trainees have already learned.

10. Films & Videos: Films and videos can be used on their own or in conjunction with other training methods. To be truly effective, training films and videos should be geared towards a specific objective. Only if they are produced effectively, will they keep the trainees attention. They are also effective in stimulating discussion on specific issues after the film or video is finished.