Traditional Training Methods Report

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Knowledge is a vital component of the employees’ performance on the job. Workers should translate the knowledge they learn into their behavior for any traditional training to be helpful.

There are three main categories of traditional training methods. These include presentation methods, hands-on training and group building methods. Naturally, any given organization or workplace will benefit from different approaches, as each has its own advantages and disadvantages. Thus, the human resource department selects traditional methods of training depending on how best it meets the critical training needs.

Employees are passive recipients of information in presentation training methods. The information comprises of facts, process and problem solving approaches. The main presentation methods include lectures and audio-visual techniques. The trainer uses spoken words to communicate in lecture methods. The learning process is one way in lecture methods. This is from the trainer to the trainees.

Lecture methods are less expensive and not time consuming. They are effective when handling a large number of trainees. Lectures can be in the form of student presentations, panels, guest speakers and team teaching. The main forms of audio-visual instructions include videos, slides and overhead. These instructions enhance customer service skills, interviewing skills, communication skills, and illustrate how to follow procedures.

Hands on methods encourage the learner to participate in the learning process. The main forms of hands on methods are on the job training, behavior modeling, business games, case studies and simulations. Employees learn by observing their colleagues perform their duties in the on the job training.

These includes the self directed learning programs and apprenticeship. Hands on methods are vital in training new employees and teaching experienced employees on new techniques. These methods also assist in carrying out departmental cross-trainings and orienting promoted transferred employees.

In self directed learning, employees are responsible for all the learning aspects. The trainer develops the content early and the trainees learn at their own pace. Trainers only come in to respond to questions or evaluate the employees. The method makes use of fewer trainers and consistent materials.

Employees get feedback on their performance, and the approach fits in the schedules and shifts of employees. However, trainers must possess intrinsic motivation to be able to learn on their own. The approach is expensive and time consuming.

Apprenticeship is a work study training approach of both classroom and on the job learning. Some companies pay employees while learning, and retain them after the apprenticeship period is over. However, there is no guarantee for full time employment. The other form of hands on training is simulation which is a real life representation. The decisions of the trainees show what they would do on the job fro the outcomes.

This method is effective in the teaching process and production skills. It also helps in teaching interpersonal and management skills. The other forms of hands on training are case studies, business games, role plays and behavior modeling. Trainers choose the approach depending on the expected learning outcomes.

The third category of traditional training methods is the group building methods. This method improves the effectiveness of a team or a group. This entails employees sharing experiences and ideas, understanding interpersonal dynamics, building group identity and learning personal weaknesses and strengths plus those of others. These methods encourage experiential learning.

The main forms of group building methods are action learning, team training and adventure learning. The methods are effective in developing team work skills. These include risk taking, conflict management, problem solving and self awareness. Team performance comprises of behavior, knowledge and attitude.

Action learning entails giving work groups or teams a real problem, allowing them to solve it, committing to a plan of action and holding the trainees accountable to the execution of the plan. Practical problems include how to develop global leaders, removing barriers between the company and its customers, better utilization of technology and how to change the business.

The human resource department should also consider the learning methods to facilitate the transfer of training and learning. The trainer has to evaluate the cost of using each method, and consider how effective the training method is.

The most effective traditional training method

In my opinion, the most effective training approach is the on the job training. This is a form of hands on training. The reason is that employees learn by observing or carrying out real duties. This method allows employees to acquire relevant experience for performing the duty.

The method makes use of progress reports, training manuals, procedure manuals, check lists and lesson plans. The trainers are always available to respond to any questions. This training is effective in meeting training outcomes. The training is relevant in developing a productive workforce.

The most ineffective traditional training method

The most ineffective traditional training method is the presentations approaches. This is because trainers communicate using spoken words, and there is no practical introduction to the skills. Communication is the only training approach, and employees gain little from the process.

An effective training method should expose employees to the real work environment, and presentations do not meet this criterion. This is because they are highly theoretical in their approach. Practice is the best way of achieving the expected learning objectives.

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Traditional Training Methods Report

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