There are two methods through which managers can improve their knowledge and skills. One is through formal training and other is through on the job experiences.
Give support and encouragement Provide knowledgeable feedback Apprenticeships. Apprenticeships give employers the opportunity to shape inexperienced workers to fit existing and future jobs.
These programs give young workers the opportunity to learn a trade or profession and earn a modest income. Apprenticeship combines supervised training on the job with classroom instruction in a formal, structured program that can last for a year or more.
Drilling is a good way for employees to practice skills. Evacuation drills are effective when training emergency preparedness, for example. Advantages Hands-on training methods are effective for training in new procedures and new equipment. They allow trainers to immediately determine whether a trainee has learned the new skill or procedure.
Disadvantages They are not good for large groups if you do not have enough equipment or machines for everyone to use. Apprenticeship can be expensive for companies paying for employees who are being trained on the job and are not yet as productive as regular employees.
Computer-Based Training CBT Computer-based training is becoming increasingly prevalent as technology becomes more widespread and easy to use. Though traditional forms of training are not likely to be replaced completely by technological solutions, they will most likely be enhanced by them.
Human interaction will always remain a key component of workplace training. Nonetheless, it is a good idea to look more closely at what training technologies have to offer and how they might be used to supplement existing training programs or used when developing new ones.
Computer-based training formats vary from the simplest text-only programs to highly sophisticated multimedia programs to virtual reality. Consider the following types: The simplest computer-based training programs offer self-paced training in a text-only format.
These programs are similar to print-based, individualized training modules with the addition, in most cases, of interactive features.
While simple in format, these programs can be highly effective and present complicated information and concepts in a comprehensible and easily accessible way.
A wide variety of off-the-shelf training programs covering a broad range of workplace topics are available on CD-ROM. Programs can also be created by training consultants for the specific needs of the particular organization or individual departments. These training materials are an advanced form of computer-based training.
They are much more sophisticated than the original text-only programs. Multimedia tends to be more provocative and challenging and, therefore, more stimulating to the adult mind.
Although costs are higher than text-only software, the benefits in terms of employee learning may well be worth it.
Multimedia training materials are typically found in DVD format. Virtual reality is three-dimensional and interactive, immersing the trainee in a learning experience. Most virtual reality training programs take the form of simulation, which is a highly effective form of training.
It is hands-on experience without the risks of actual performance.Simulation. Simulation is a type of training in which workers perform tasks similar to what they might encounter while on the job. For example, salespeople might role-play sales situations with.
List of different types of careers, including job information, education and experience requirements, salary information, and how to get hired.
as well as the willingness to spend time and money training. On the job, training methods help you to cope with the latest trends in the business world ensuring that you are able to perform your assigned tasks. It helps you understand what your new tasks are and also helps you adapt to the new project more effectively.
Selecting Different Types of Training for Different Types of Learning April 23, June 26, Jeffrey Dalto eLearning, Training If you’re a trainer or design instructional material, your job is to train people.
Induction training is important as it enables a new recruit to become productive as quickly as possible.
It can avoid costly mistakes by recruits not knowing the procedures or techniques of their new jobs. The length of induction training will vary from job to job and will depend on the complexity. On-the-job training programs range from formal training with company supervisors to learning by watching.
In this sense, the most formal types of on-the-job training are distinct from classroom training largely in that they take place within the firm.