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Six Types of Training and Development Techniques

1.On-the-job Training and Lectures

The two most frequently used kinds of training are on-the-job training and lectures, though little research exists as to the effectiveness of either. It is often inconceivable to teach someone everything she must 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; but on-the-job training is frequently the only type of training. It’s often informal, which means, unfortunately, that the trainer does not concentrate on the training as much as she should, and the trainer may not have a well-articulated image of what the novice must learn.

On-the-job training is not successful when used to avoid developing a training program, though it might be an effective part of a well-coordinated training program.

Lectures are used because of their low cost and their capacity to reach many people. Lectures, which use one-way communication versus interactive learning strategies, are much criticized as a training device.

2. Programmed Instruction (PI)

These devices systematically current information to the learner and elicit a response; they use reinforcement ideas to promote appropriate responses. When PI was initially developed in the Nineteen Fifties, it was considered helpful only for primary subjects. In the present day the method is used for skills as diverse as air traffic management, blueprint reading, and the evaluation of tax returns.

3. Computer-Assisted Instruction (CAI)

With CAI, students can learn at their own tempo, as with PI. Because the student interacts with the computer, it is believed by many to be a more dynamic learning device. Academic alternate options can be quickly selected to suit the student’s capabilities, and efficiency will be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance.

4. Audiovisual Techniques

Both television and film lengthen the range of skills that may be taught and the way information may be presented. Many systems have electronic blackboards and slide projection equipment. Using methods that mix audiovisual systems reminiscent of closed circuit television and telephones has spawned a new term for this type of training, teletraining. The characteristic on ” Sesame Street ” illustrates the design and analysis of certainly one of television’s favorite children’s program as a training device.

5. Simulations

Training simulations replicate the essential traits of the real world that are essential to produce each learning and the switch of new knowledge and skills to application settings. Each machine and different forms of simulators exist. Machine simulators typically have substantial degrees of. physical fidelity; that is, they symbolize the real world’s operational equipment. The primary purpose of simulation, nevertheless, is to produce psychological fidelity, that is, to reproduce in the training these processes that will likely be required on the job. We simulate for a number of reasons, including to manage the training environment, for safety, to introduce feedback and other learning ideas, and to reduce cost.

6. Enterprise games

They are the direct progeny of war games that have been used to train officers in fight techniques for hundreds of years. Nearly all early enterprise games have been designed to show fundamental enterprise skills, however more current games additionally include interpersonal skills. Monopoly could be considered the quintessential business game for younger capitalists. It’s probably the first place children discovered the words mortgage, taxes, and go to jail.

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