Methods of Training and Development:- For any company, its employees have utmost importance as they play the primary role in the growth of the business. It is important for the organization to ensure that its employees are equipped with the necessary knowledge and skill sets to increase their productivity and for this purpose, there is no other way safer and better as compared to training. There are a lot of techniques and methods of training and development that help business in equipping its employees to improve their work quality and speed. But choosing the one, which can prove to be cost-effective, is where the trickier part lies.
Methods of Training and Development
- Instructor Based Training
It’s true that despite all those huge numbers of the option to go with, nothing can replace the instructor based training. Even though it feels a bit “old-fashioned but the fact is that it is far more effective than most of the other methods of training that can help an organization to improve its employee base. Since, in this method, the students and the instructor join a face to face discussion and are able to clear up any confusions right at the spot.
Instructor based training is further classified into several types, with each type featuring its own advantages and disadvantages, and among all of them, the method of using a blackboard or a whiteboard as the mean of training is the oldest of all. In this method, the instructor demands feedback about the topic that he has been explaining on the blackboard or whiteboard. Up until now, many large organizations still use this method. Other variants of this method include the use of PowerPoint presentations, projectors, video and audio based training.
- Online Learning
Thanks to the numerous technological advancements in the recent years, the number of people (in millions), which has access to the internet has immensely increased and is still on the loose. In simple words, online learning is becoming prevalent by every second. Because of the global level accessibility, anyone can have access to, almost, every learning material available online, that’s mostly irrespective of country, gender, and age.
Have you ever heard of WalkMe? WalkMe is an excellent engagement and guidance platform dedicated to help the organizations in providing direct training to employees, immediately, in the time of need. Well! That’s not just one out there. There are much more that can do the job for you at a suitable price.
- Interactive Training Methods
It is extremely necessary, for a business, to keep its employees engaged and involved so that they can get the maximum out of their training. That’s why it is often recommended by training experts to use such training methods that focus on gaining interest and engagement from the employee’s side rather than just conveying information. That’s where the interactive methods of training come in.
Interactive training methods are one of the best ways keep your employees engaged, which helps them in perceiving a lot more information than when they are not interested in the training material. This includes friendly environment, humor, and usage of attractive and eye-catching learning materials that can encourage the employees to participate to their fullest extent and assist them in building self-esteem.
Group discussion is quite a great example of interactive training. In this method, knowledgeable employees try to pass up their skills to the new employees with the help of talks and discussions in the forms of groups. This allows an open communication of the students to that of a trainer and also among themselves. In this way, they can quickly learn the actual aspects of their jobs and what they are supposed to do there. Furthermore, the confusions can easily be handled at
Making use of demonstrations is another good example of interactive training methods. These are quite a powerful training tools since they involve the usage of the equipment and tools to illustrate and explain the steps required to complete a process. Other techniques include active summaries, Questions and Answers sessions, quizzes, case studies, role playing, question cards and participant control.
- Hands-on Training
Employees do need the training to help them improve and progress. Even though, it, ultimately, helps the brand once the training is complete but, for the time being, it puts a great strain on the brand’s resources. Since the employees under training won’t be able to do their job and that’s what the hands-on training methods are capable of. The primary advantage of such methods of training is that they can immediately be applied to the employee’s job.
Coaching is one of the best methods that come under this category. It lets the coach focus on an employee’s individual needs, which makes it less formal than other techniques. In coaching, the managers, supervisors, or veteran employees serve the position of coaches. Apprenticeships are quite an effective option that gives employees, the opportunity to shape up a new employee base and make them capable of taking over the control of the jobs when the time comes.
- Computer based Training
The same reasoning goes for the computer-based methods of training as it went for the online learning. Interactions of humans will always remain to function as the solid foundation of employee training, no matter how much technology evolves. It is just that technology-based solutions do a great job in enhancing the effectivity of training. This involves using multimedia training materials that provide video, audio, animations, simulations, may be Virtual Reality, an unbelievable interactive training program. These methods of training are easy to use, cost-effective as well as reliable, in the sense that the trainees can move on, at their own pace.
Although every method of training and development provides its own playgrounds to practice on, but sometimes when the need is big, you will have to take a step even further. How about making use of a combined method that involves two or more methods in such a combination that one covers the weaker points of the other?