There are many and many ways to train. In this post, we just list 14 training methods used in job development.
1. Training by Lecture
• A lecture is a method in which he or she may use handouts, visual aids, question/answer, or posters to support the lecture.
• Communication is primarily one-way: from the instructor to the audiences.
• Instructor can be experts, consultants, senior management…
2. Training by Presentation
• Presenter talk on a topic which requested from organization.
• Presentation usually is conducted by one or some member of organization.
• This method can include lecture method above.
• When a manager takes an active role in guiding employee we refer to this activity as coaching.
• Coaching is a forced task of all positions at management level.
4. On-the-job training
The trainee is placed on the job and the manager or instructor shows the trainee how to do the job.
• This method also called self-discovery training.
• Trainees discover the competencies on their own using such techniques as video-visual aids, books at company library, company intranet…
6. Job rotation
• Job rotation represents an excellent method for broadening the manager or potential manager and for turning specialist into generalists.
• It can also provide opportunities for a more comprehensive and reliable evaluation of the manager by his or her supervisors.
7. Movies/videos/computer-based training
Content for the training experience comes primarily from a videotape program…
8. Training by Group discussion
• Group discussion is a good problem-solving approach.
• A group considers a specific problem and they work to reach a agreement.
9. Training by Seminar
Seminars often combine several group methods: lectures, discussions…
10. Training by Projects
• Projects require the trainees to do something on the job which improves the business as well as helps them learn about the topic of training.
• Member of a project should come from another sections.
11. Panel training
• A panel provides several points of view on a topic to seek alternatives to a situation.
• A panel training include 3-5 instructors and 10 – 15 learners.
• Instructors discuss together, learner listen and make feedback when they are asked.
12. Tutorial training
• Tutorial training s a one-on-one process in which the instructor works directly with the learner, who learns through practice followed under guidance of instructor.
• The instructor may either be the leader or an advanced learner.
E-learning is a method of instruction that is generally computer assisted and is delivered via CD/DVD ROM, audio, videotape or the internet.
14. Field Trip
• A carefully planned visit or tour to a site away from the training activity in order to observe activity, objects, or situations.
• Learners are taken to the environment where the task is performed.
• Learners can give a set of questions for which answers may be found on the trip.
Training needs analysis context
• Project Sponsor.
• Reason for Request.
• Participant Roles.
• Organizational Objectives.
• Training Program Objectives.
4 Parts of a personal learning plan
First, identify your current skills, knowledge, abilities, and interests. A previous article in this series (5) describes the needs assessment process.
Identify the new skills, knowledge, and experiences you would like to acquire and have. Do these goals match your personal and career interests? Are your goals in agreement with your organization’s goals, mission and vision?
3. Learning purpose.
Identify the gap between the current situation and the desired outcome. This will produce a statement of purpose that should clarify why you want to learn something, and what specific skills, knowledge and abilities you wish to develop.
4. Learning objective(s).
Identify what skills, knowledge, and abilities are to be acquired or enhanced. Remember that this is only a plan, not a rigid promise; your plan can and should be revised as your goals change and as learning occurs.
Stages of career planning include ones:
1. Assess your skills, knowledge, values, constraints and interests Long-term planning;
2. Identify which new skills and knowledge you want to develop;
3. Research career opportunities;
4. Formulate a careers action plan with contingencies;
5. Check the careers action plan for realism.
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