Training Methods and Techniques
Training methods pertain to the types of training that can be provided to employees to sharpen their existing skills and learn new skills. The skills that they learn can be technical or soft skills and for all categories of skills, some training methods are suggested here. The training methods can range from onsite classroom based ones, training at the office during which employees might or not might check their work, experiential training methods which are conducted in resorts and other places where there is room for experiential learning. Training methods include many types of training tools and techniques and we shall discuss some of the commonly employed tools and techniques. For instance, it is common for trainers to use a variety of tools like visual and audio aids, study material, props and other enactment of scene based material and finally, the experiential tools that include sports and exercise equipment.
If we take the first aspect of the different training methods that are location based, we would infer from the explanation that these training methods include the specific location based ones and would range from classroom training done at the trainers location to the ones done on the office premises.
Further, the experiential training methods can include use of resorts and other nature based locations so that employees can get the experience of learning through practice or the act itself rather than through study material. It needs to be remembered that the trainings conducted in the office premises often involve employees taking breaks to check their work and hence might not be ideal from the point of view of the organizations. However, provision can be done to locate the training rooms away from the main buildings so that employees can be trained in a relaxed manner. For instance, Infosys has training centers that are exclusively built for training and these centers give the employees enough scope and time for learning new skills.
The next aspect of the training methods includes the use of visual and audio aids, study material, props and equipment. Depending on the kind of training that is being imparted, there can be a mechanism to use the appropriate tools and techniques based on the needs of the trainers and the trainees. The use of the training material often indicates the thoroughness of the training program and the amount of work that the trainers have put in to make the training successful. Of course, if the training material is good, it also means that the employees would benefit from the scope and depth of the material though they need to invest time and energy as well.
Finally, the bottom line for any training to be successful is the synergy between the trainers and the trainees and this is where the HRD function can act as a facilitator for effective trainings and ensure that the trainers and trainees bond together and benefit in a mutual process of understanding and learning. In conclusion, there are various ways to approach trainings and some of the methods discussed above would be good starting points for follow up action and partnership between the training agencies and the organizations.
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- H R Development - Introduction
- Theory of Human Resource Development
- Linking Training Programs with Goals
- Training Needs Assessment
- Training Methods and Techniques
- Implementation of Training Programs
- Group Behavior in Organizations
- Importance of Motivation in HRD
- Role of HRD in Facilitating Learning
- Personality - As a Key Concept in HRD
- Finding Right Employee for Right Job
- Perception Management in HRD
- HRD in Manufacturing & Services Sectors
- Labor Management Relations
- Role of HR Consulting Firm in Employee Motivation