Exploring Training OPtions

Using the Internet, and credible electronic search tools, research various options for delivering worker performance training programs in this 21st century. Select a minimum of three training methods (e.g., classroom, directed study, video conferencing, self-paced, computer-mediated, manual, etc.). academic paper that describes a minimum of three methods of today’s training options. Include a minimum of two credible references that were used in your research.

ANSWER

Training Options

Training Methods

Training refers to the systematic approach where employees are taught and instructed on matters of technical skills and knowledge linked to their jobs. Training is a short term reactive technique that is meant for developing additional skills. Training methods are considered as educational activities within organizations that are created to enhanced skills and knowledge while offering instruction and information on how to perform particular tasks better. The management uses training methods to meet the current employee needs as well as improve safety and quality (Noe and Kodwani, 2018). Some of the training options include Classroom-based, on-job training, video conferencing, self-paced, Game-based Training, Simulation, and Role Play.

Class Room Based Training Programs

This method of training involves a group of employees who undergo a series of activities and presentation slides with essential information regarding specific tasks. Qualified instructors and facilitators lead the Classroom-based training method. Classroom learning takes place more than a single day in a physical venue or off-site. The classroom-based technique enables a group of employees to attain large amounts of skills and knowledge at the same time (Noe and Kodwani, 2018). It also allows interaction and sharing of knowledge among the employees.

On-job Training

Under this approach, an individual is placed on a regular task and taught the necessary skills that are associated with the job. When an employee learns the job while in the actual working site rather than a simulated setting, they understand the real-life situations associated with the tasks. The trainee learns about the specific task under the guidance and supervision of a qualified instructor or worker. On the job training is a useful technique since it offers first-hand knowledge and experience under the real working conditions (Barbara, Klodiana, Tony, 2013). Through practicing their knowledge and skills in a realistic scenario, the trainees tend to be more engaged and retained what they have learned too. This is one of the most effective training techniques for succession planning within an organization.

Video Conferencing

Video conferencing has become one of the essential training methods due to the increase in remote offices and employees. Video conferencing has offered the ability of trainers and trainees to connect face to face through video teleconference, gaining interaction and engagement over the internet. Training everyone through video conferencing is efficient and enables the trainers to conduct the training sessions without having to travel. Video conferencing has also offered an opportunity for all the trainees to receive identical training. Companies can gather their staff in different locations to attend the virtual training course at the same time. Therefore, virtual training has enabled trainers to carry out joint operations with ease. The trainers rely on electronic whiteboards and share computer screens that are used to make the training course lively.

Self-paced

Self-paced learning is a training approach where the participants set their own time and schedule rather than working within the structure that has been set by the instructor. Self-paced learning is different from the instructor based training methods since the instructor offers all the resources and materials for the trainee. This approach of training is significant since they offer more flexible learning for trainees with tight schedules. The training activities and resources are carefully designed to meet the specific instructional objectives. In most situations, self-pace learning has enabled the trainees to learn more, understand more as well as retain more of what is learned as compared to the conventional classes.

Game-based Training

Game-based learning is considered as an interactive learning process that helps the employees learn and understand more. For Game-based training, passive content is converted into videos and interactive games. This method ensures that the trainees are actively engaged with the program content. The game-based training method has been designed to be more engaging and motivating to inspire the employees to train regularly and learn as well as work flexibly (Barbara, Klodiana, Tony, 2013). Ideally, this method is active, which means rather than passively reading the manuals, the trainees put content into practice through games. It encourages active participation rather than passive engagement with training resources, which enables the trainees to encode knowledge more effectively.

Additionally, game-based training relies on two practices; distributed practice and practice testing. Practice testing offers the workers a chance to remember the information in a low stake environment. For distributed practice, the sessions and resources are spread out over time, thus helping encode what they have learned in the long term memory.

Role Play.

Roleplay is considered an active training approach in which the employees apply information on a role to create a scene as though it were real. Roleplay allows the trainees to apply the information in a realistic scenario without having to risk in the real working environment (Barbara, Klodiana, Tony, 2013). These activities are essential since they create confidence in the employees. They also increase the ability of application by employees who have to think through where they would use the knowledge and skills they learned in the real world. For instance, two employees may simulate a meeting where conflict arises where they are required to solve the conflict efficiently. Roleplay is an interactive training approach that makes the employees ready, confident, and knowledgeable.

Conclusion

Organizations rely on different training options to boost the skills and knowledge of their employees. Some of the training options include role play, classroom-based, on-job training, game-based, video conferencing, and self-paced training. Ideally, all the above training options are significant since they are interactive, thus making employees knowledgeable about the real-world situations in their tasks within the organization.

References

Barbara. O, Klodiana K, Tony C.M. (2013). Training Methods: A Review and Analysis. Available at: https://doi.org/10.1177/1534484313497947

Noe, R. A., & Kodwani, A. D. (2018). Employee training and development, 7e. McGraw-Hill Education.