When it comes to a content and productive workforce, employers are ready to do whatever it takes to achieve it. Many factors can contribute to accomplishing this goal, and training happens to be one of them. However, this doesn’t mean that choosing a training program will be all you need to do. Choosing the materials that the participants will have to go over as well as the method that the training will be delivered are equally important.
We have to admit something, at times employee training can be quite monotonous. Yet, this only occurs when the training providers choose the wrong training method for the topics that the training will tackle. That’s why you, as a training provider, will have to make sure that you match your employees’ needs with the training you’re offering. To do so, you’ll need to be familiar with the methods available, and we’re going to talk all about them in the following paragraphs.
Training led by instructors is a traditional training method that occurs within a classroom, with an individual being there to present the prepared material. This kind of training method is most suitable for pieces of training that tackle complex topics. Participants are encouraged to ask questions to the instructor at all times for any concept that brings confusion. They might get an answer right away, or they might get referred to further resources to find it.
While instructor-led training has many benefits, it also has a few drawbacks. The costs and the time it takes to implement this kind of training method can be a factor why many organizers may be on the lookout for a different training method.
Who doesn’t want to be part of a training program that is all fun and games? Easy, no one. The gamification training method is all about how you can make learning appealing and attractive for the participants. Through gamification, students will have to go through the training by overcoming challenges to earn the rewards they were promised. With each step they fulfill, the more complex the challenges become. Hypothetical scenarios, puzzles, and quizzes are just some of the challenges that the participants will face.
Some of the advantages attributed to gamification are the high rate of participants’ engagement, the encouragement to develop a healthy competition between coworkers, and how beneficial it can be long-term wise. Whereas, a disadvantage is considered the time it takes to come up with the training content to be presented.
WIth eLearning method, training providers rely on the technology to bring forth the materials allocated. Online courses, videos, and tests are compiled to deliver this type of training. Meaning that participants won’t have to adhere to a time or place schedule since they can receive their training through their smartphones or other electronic devices.
This type of training is most suitable for organizations whose workforce works remotely or those who have a large number of employees. Not only that, the eLearning training method can keep the attention of the participants at all times thanks to the interactive activities such as tests, videos, and games part of this method. The thing that gives the eLearning the advantage can also be a disadvantage on its own. That’s why you ought to have a strategy behind the visuals and designs you’re going to include.
As for social learning, this isn’t a new training method. We use it at all times. We communicate, share information and knowledge, and in this way learn from one another. With the help of social media, you can create groups where coworkers can share resources, information, or anything related that could positively affect their work performance and productivity levels. Those groups can also lead to constructive feedback and discussion concerning the subject matter being discussed and eventually to coworker bond.
Some of the advantages of the social learning method include the sense of community and collaboration created within the organization, the low costs, and the liberty the participants have to communicate their questions and uncertainties. As for the disadvantages, the inability to measure the training effectiveness and impact of the method and the misinformation that could be shared virally are some worth mentioning.
Mentoring training method focuses on the relationship between two employees—the one who needs mentoring and the one who has the qualifications to coach the former. The mentor can be the supervisor, a veteran employee, or anyone with the expertise and experience in that department.
The relationship fostered between those two participants is sort of more intimate. The trainee can be more vulnerable and honest as to what they need more help with and they’ll feel more comfortable to ask questions that otherwise, they wouldn’t make had they been in a classroom full of other participants.
While we did mention some of the benefits of this training method, the drawback associated with it is financial. Management would have to ask some of the best employees to take some time away from their job to train the others. While this would mean that some sort of sacrifice would have to be made, it will be absolutely worth it.
The hands-on training method will have the participants jump right into their job responsibilities. It is a practical method where the new hires get into their role and get the knowledge and the skills required step by step. This method will help the employees to adjust perfectly to their roles. While the on-the-job training might be highly effective, it’s more suitable when there are enough resources to support the participants during their training.
The roleplaying training method will surely keep the participants on their toes. They’ll be asked to perform their job in a controlled scenario. They’ll have to consider multiple perspectives and factors and think on their feet throughout the whole process.
Like the other training methods, roleplaying is highly effective, however, only in certain situations. This training method isn’t appropriate for topics that are quite straightforward. As for the disadvantages, the time that will be spent in this training can cost the organization.
The case studies method has a completely different approach to training. As part of this training, participants will be required to do some reading. Through the case studies, the participants will get more familiar with workplace issues as well as have to use their analytical skills and come up with solutions for the issues presented to them. The reading can be done at their pace or even by collaborating with their fellow trainees. Either way, this method is far more effective when used for focused topics; as for complex ones, other methods would be suggested.
The simulators training method is a highly effective method that allows the participants to receive their training at their own pace. However, this type of training is mainly used in the fields where the risk of messing things up is relatively high, such as doctors and pilots. The providers might have to allocate a certain budget to develop the software required for this training method.
These were some of the best training methods you can use to deliver your training program. Let us know in the comments which one are you going with. We would love to hear from you.
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This is a great article. I think it’s important that companies recognise that not everyone learns in the same way. Giving employees a range of options that suit their own preferred learning style is a great way to aid in their professional development.