Example Of Major Training Methods Course Work

Published: 2021-06-21 23:45:37
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Category: Skills, Workplace, Teamwork, Team, Training, Organization, Job, Employee

Type of paper: Essay

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The various methods of training used by organizations are all aimed at achieving certain objectives. They are focused on determining the changes needed in the organizational behavior or structure with the aim of making the objectives of the organization easier to achieve. The method of training to be applied must therefore be capable of delivering the desired objectives and at a cost that is affordable to the organization. The training method must be evaluated to ascertain its compatibility to the situation that raises the need for training within the organization. While choosing a training method, it is necessary to compare it to the results of other methods that have been earlier in order to settle for the most appropriate. It is also worth noting that training can be carried out to either existing or new staff but the main aim of any training is to ensure that staff conform to the practices that are expected to yield the best results for the organization.

Computers, Virtual Reality Approaches and Distance Training

In this method, various approaches such as the use of PC programs, web-based training programs, interactive multimedia and the interactive video are used. This method allows the trainees to get more actively involved in the process and they are also able to learn at their own pace. Trainees can also spend more time researching on the issues that are being discussed to get more familiar with what may be required during the actual performing of the job (Clark, 2010).
Virtual reality involves the imitation of real work experiences to get the trainees acquainted with the role that they should play in the actual job situation. It requires that the trainer to ensure that the trainees can effectively and correctly take up the role they should play in the real job and then assess how well they understand the instructions given since they have to do the job on their own later after the training. This training method may be expensive since it usually requires the use of equipment or material to train the employees but for organizations which have to pass the required the relevant skills to the trainees, it cannot be foregone (Clark, 2010)

On the job training

This is sometimes referred to as on-the-job or the hands-on technique. It mostly involves the trainees or the new staff being handed roles directly. These roles are not to be treated as training but they account for the daily operations of the organization. Trainers give the descriptions of the job and explain the duties and responsibilities of the trainee and later take questions to clarify on what may be unclear to the trainee. This is known to give the trainees the motivation to proceed to the main job since they get the feeling that whatever they are doing during the training is the actual thing required on the job. This method is usually a combination of observation, explanation and practice and it is a thorough way of ensuring that trainees acquire all the relevant knowledge and skills (Barbazette, 2006).

Coaching and counseling

Coaching and mentoring are also an approach used in the training of employees in the organization. This method gives the trainees an opportunity to receive instructions first-hand from experts in the field that they are receiving training on. On many occasions, this method is used after another formal process has been used and its main aim is to expound on what has been learned during the earlier process. This gives the trainees the opportunity to clarify on the points or areas that they may have had difficulties understanding or simply to expand on what they have learned. Some of the most common approaches to this method include the hiring of professionals to coach the managers who can later train the employees, the setting up of mentoring or coaching programs where senior staff can coach the juniors and the reduction of formal coaching to allow the more experienced employees to train those who are not very experienced (Clark, 2010).

Role-Playing

In using this method, the trainer usually requires the trainees to act in the roles that they would play in case common work place issues occurred. The trainees must therefore demonstrate the skills they have learned by acting as though the real job issue has occurred. This method usually emphasizes the importance of negotiation and teamwork within the work place. It is out of this acting that trainees can be able to identify areas that they are weak at and improve accordingly. This method is effective in helping students connect the theory and the practice that they have learned from the trainers. However, it can be challenging for those who may be shy or those who fear performing in front of others (Barbazette, 2006).

Transfers and Rotations

The job rotation method is another common form of training used within organizations. This requires that the employees move from one department to another for a particular amount of time. The departments are usually related and in some organizations where there is no significant job difference, the departments may not be related. This gives the employees the chance to learn what each department entails and how they can adapt their skills to fit into those departments. This method is especially important within organizations as it can be applied whenever an employee is required to take up the roles of another who may be absent from work (Clark, 2010).

This is one of the most widely used methods. It may include an imaginary problem faced in an organization, or cases that have faced in an industry. The main lesson is to trainee the participants how to solve such cases. The methods helps the trainees in nurturing their reasoning, analytical and logical abilities. As such, this technique is best suited in training the participants in all aspects of analytical competence (Barbazette, 2006).

Management Games

Management games is closely related to role-playing technique in the sense that the trainees form part of the management team and take associated decisions. The team members are given information about the organization, or a given context and they are required to create something positive out of it to enhance the growth of the organization. The main importance of this method is that it enhances perfection. Besides, it is a safe way of practicing management situations. Lastly, it enhances quick growth of the participants because of the intensity of the trainings (Barbazette, 2006).

Team-building

Team building training usually entails all organizational levels. In this case, employees are perceived not as individual workers, but as members of interdependent teams. It covers various activities including retreats, simple bonding, and complex simulations. Team training is crucial in various ways including enhancing productivity, reducing poor performance, promoting interaction, as well as improving overall managerial as well as leadership skills (Barbazette, 2006).

Conclusion

The different methods of training can all be gainful to an organization when applied appropriately and bearing the number of trainees to be trained and the cost that is to be incurred. The success of the methods therefore must be the first priority when the implementation process begins since the results are only determined by the outcomes which are mainly measured through the achievement of the objectives set by the organization.

References

Clark, R. C. (2010). Evidence-based Training Methods: A Guide for Training Professionals.
Barbazette, J. (2006). Training Needs Assessment: Methods, Tools and Techniques.

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