Training Methods

 Training Methods

 

It is very common that individuals learn for themselves and learn from other people. How people learn is explained by learning theory as illustrated in the Table 1.

 

Reinforcement Theory	Based on the work of Skinner (1974) this expresses the belief that changes in behaviour take place as a result of an individual’s response to events or stimuli and the ensuring rewards or punishments.
Cognitive Learning Theory	Learning involves gaining knowledge and understanding by absorbing information in the form of principles, concepts and facts and then adopting it.
Experimental Learning Theory	Experiential learning takes place when people learn from their experience by absorbing and reflecting on it so that it can be understood and applied.
Social Learning Theory	Effective learning requires social interaction. Participate in groups of people with shared expertise who work together. Bandura (1977) viewed learning as a series of information-processing steps set in train by social interaction.

 

Table 1- Learning Theories (Collaborator, 2021)

 

However, when it comes to an organization it is emphasize that the way in which learning takes place is affected by the context of the organization and its culture. The figure 1 depicts most common learning methods of an organization.

Figure 1 – Components of learning and development (Damnjanovic, 2016).

  

Training methods are organized in order to enhance the expertise of the employees. In order to arrange training sessions first of all need to find out the expertise level possess by the employees. Based on the conclusion on that training method can be chosen.

Generally training methods can be categorized as on the job training and off the job training ( (Nzonzov, 2011).

 

On the job training, is allowing someone to learn by performing the assigned job.

O the Job Training Methods are:

• ·         Coaching- Coaching is a different model to teaching and instructing. It is best described as ‘facilitating’ .Coach always owns the back seat of the learner and guide the learner as & when he/she required.( (Redshaw, 2000)
• ·         Mentoring- Mentor is a trusted advisor. Where mentor shares his knowledge with the mentee, customized it to his/her needs & towards the development and full potential of the mentee (Shah, 2017).
• ·         Job Rotation- This is a systematic movement from one job task to another job task in specified & organised time intervals. This helps to bring the employees to have high level of diversified task and involvement in organization goals ( (Faizan Mohsan , Muhammad Musarrat Nawaz and M. Sarfraz Khan, 2012).
• ·         Apprenticeship- A method of training where an unskilled person understudies a skilled person
• ·         Understudy- This is an expert gives training to a subordinate to carry out specified job.This will help for a smooth transition when an employee leaves an organization.

Off the job training is more towards knowledge-based learning and less focus on skill development. It is rather learner has freedom to express their feeing freely.

Off the job training Methods are:

• ·         Lectures – The most common and know training method. Instructors / Lecturers provide oral instructions.
• ·         Simulation Exercise-This is tool for training by experimentation via artificial and simulated workplace.
• ·         Game based training- Competitive training method where is provides actual cases into learning & training.
• ·         Case study- Case study helps detailed study from real world scenario which learner require to analyse on a solution to overcome.
• ·         Role playing- Participant to perform a role of another person and allows to see the world from different perspective

(Sammani, Majid G. Al-Nabae & Dania, 2019).

 

                                                Out of the all above, Self-directed learning which is also can explain as self-managed learning involves encouraging individuals to take responsibility for their own learning needs, either to improve performance in their present job or to develop their potential and satisfy their career aims.

 With this it is possible to understand about the learning organization and organizational learning. Organizational learning is about how people learn in organizations, and the learning organization perception attempts to explain what organizations should do to facilitate the learning of their members. Therefore, it is important to follow other learning methods within an organization to be a learning organization.

 

 

Bibliography

Collaborator, B. L., 2021. 4 Learning Theories Every Online Educator Should Know. [Online]
Available at: https://www.learndash.com/4-learning-theories-every-online-educator-should-know/

Damnjanovic, P. A., 2016. publication/309134383_LEARNING_AND_DEVELOPMENT_IN_MODERN_ORGANIZATIONS. [Online]
Available at: https://www.researchgate.net/figure/Components-of-learning-and-development_fig1_309134383

Faizan Mohsan , Muhammad Musarrat Nawaz and M. Sarfraz Khan, 2012. Impact of job rotation on employee motivation,commitment and job involvement in banking sector of Pakistan. African Journal of Business Management, Volume 6(24).

Nzonzov, H. O. &. J. C., 2011. TRAINING AND DEVELOPMENT PRACTICES IN AN ORGANISATION. International journal of Engineering and management Sciences, Volume VOL.2(4).

Redshaw, B., 2000. "Do we really understand coaching? How can we make it work better?. Industrial and commercial training, 32(3 pp. 106 - 109).

Sammani, M. G. A.-N. &. D., 2019. THE TRAINING METHODS THAT ENHANCE PROJECT PERFORMANCE. Proceeding: International Conference on Business, Education, Innovation & Social sciences.

Shah, A., 2017. What is Mentoring?. The American Statistician.