Traditional Training Methods Report

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.