Methods & Techniques of Employee Training and Development
Training employees well
is one of the most important factors in determining an organization's growth
and prosperity (Dr Rishipal, 2011). Because they are more productive and
efficient in their work, employees who are effective can make a substantial
contribution to the success of a company. Since the relevance of effective
employee training has been shown beyond a reasonable doubt, the next step is to
choose the most effective employee training tactics not only for your entire
firm but also for certain members of your team (Dr Rishipal, 2011). There
are a variety of employee training strategies, each of which presents its own
set of challenges, benefits, and goals.
Individuals learn in a variety
of various methods; some people learn visually, others learn best through
hands-on experience, some still learn best with the direction of an instructor,
etc. In order to determine which method of employee training will be most
successful for a given workforce, learning and development (L&D) teams need
to first gain an understanding of the various learning styles employed by their
workforce and then take into account other factors such as the training
objectives, goals, cost, and timeframe (Maingi, 2014).
Finding the optimal
training method for your workforce requires careful consideration and
preparation, which may be challenging for L&D teams given how much money is
spent on employee training.
Instructor-led training
Instructor-led training
refers to the type of employee education that is typically presented to
students in a conventional classroom setting by an educator (Golam Hossan,
2007). This kind of training for employees can be extremely useful when
it comes to teaching them about difficult topics. It's possible that
instructors will respond to specific employee questions with answers or point
employees in the direction of additional resources. In addition, they make it
possible for highly qualified instructors to modify the level of intensity and
approach of the training to suit the workforce as a whole (Golam Hossan,
2007).
However, there are a
number of drawbacks associated with instructor-led training, including the fact
that it is more expensive and takes longer to implement (Golam Hossan, 2007).
It is also possible that it is unnecessary for topics that have a limited
scope.
E-learning
On the other hand,
eLearning refers to the process of providing employee training through the use
of videos, quizzes, and online courses (Maršíková and Šlaichová, 2015). Employees
are able to finish their training either on the computers provided by the
company or on their own personal mobile devices. It is one of the simplest
forms of employee training to distribute to larger populations, particularly
for workers who are located a significant distance away from the office or who
have a high rate of turnover. If there are interactive games, tests, videos,
activities, or even components that are gamified, this can go a long way toward
keeping your employees interested in the training that they are receiving (Maršíková and
Šlaichová, 2015).
Coaching or mentoring
There are some
similarities between coaching and hands-on training; however, the emphasis in
this form of employee training is on the interaction between a new hire and a
more seasoned professional, such as their manager, a coach, or an employee who
has been with the company for a longer period of time (Armstrong, 2018).
The one-on-one mentoring
approach helps to cultivate a bond between staff members that continues to
exist well after the training has been completed. Furthermore, it provides the
employee with the opportunity to ask questions that they may not have felt
comfortable asking in a classroom setting with a teacher. This style of education
can be delivered face-to-face or through the medium of the internet in the form
of online coaching sessions. Even with all the benefits it offers, mentoring
requires a significant amount of labor hours; as a result, it must be utilized
strategically in order to cut down on these costs (Armstrong, 2018). The use of
a skilled expert for coaching can occasionally save more time than mentoring
does, but it does not offer the same opportunities for relationship-building as
mentoring does.
Group discussions and
activities
When applied to the right
employees, training through the use of group activities and conversations can
be the most effective method (Fawad Latif, 2012). It makes it possible
for multiple employees to receive training at the same time in an environment
that is better suited for the departments or groups they currently belong to.
These discussions and activities may be led by an instructor or by online
prompts, which are then evaluated by a manager after they have been completed.
This kind of employee training is most effective for issues that require the
combined efforts of multiple employees to find solutions to complex issues.
Role-playing
When employees
participate in role-playing, they are specifically asked to work through one
aspect of their jobs in a simulated setting similar to that of group
discussions. As they move forward in the exercise, they will be required to
think quickly on their feet and take into account a variety of perspectives as
they play out the role-playing scenario (Diamantidis and Chatzoglou, 2014).
Playing roles in a group
setting can be very beneficial, but it's possible that it's not absolutely
necessary for discussions about more straightforward or obvious subjects (Diamantidis and
Chatzoglou, 2014). In addition, additional time from employees is
required, which may result in a delay in the overall completion of the training
for an entire department (Diamantidis and Chatzoglou, 2014).
Management -specific
activities
Employee training that is
focused on meeting the needs of managers is what is meant by "activities
tailored to managers," which is exactly what they sound like. It's
possible that they'll include things like role-playing games, brainstorming
sessions, activities that build teams, simulations, or even specialized
eLearning courses on management best practices (Fawad Latif, 2012).
Even though there are a
lot of different types of training that can be included in management training,
it is extremely important to take into account the specific requirements that
your managers have in addition to the requirements that the rest of your
workforce has (Fawad Latif, 2012). By doing this, they can ensure that they
have the necessary base to support the rest of their personnel by giving
themselves the confidence that they have it.
References
Diamantidis, A.D. and Chatzoglou, P.D. (2014). Employee post-training behaviour and performance: evaluating the results of the training process. International Journal of Training and Development, 18(3), pp.149–170. doi:10.1111/ijtd.12034.
Dr Rishipal (2011). Training And Development
Methods.
Golam Hossan, C. (2007). Employee Training and Development, 4th edition20071Raymond A. Noe. Employee Training and Development, 4th edition. New York: McGraw‐Hill Irwin 2008. xv + 536 pp., ISBN: hardback US$79.99. Management Research News, 30(12), pp.955–956. doi:10.1108/01409170710833376.
Maingi, A. (2014). Employee training and
development. GRIN Verlag.
Maršíková, K. and Šlaichová, E. (2015). Perspectives of employee
training and development: methods and approachee. ACC Journal,
21(3), pp.13–23. doi:10.15240/tul/004/2015-3-002.
Very Cleary explained about Methods of Training and Development. Training is defined as the methodical accession of knowledge, skills and capacities that affect in bettered performance in another terrain (Mukherjee, 2012).
ReplyDeleteThank You Hassan for your comment, Agree with you, As a matter of fact Most organizations look at training and development as an integral part of the human resource development activity.
DeleteAgreed on the content above. In addition, according to Bogatova (2017), the most efficient way to teach employees is through on-the-job training since it takes place in a workplace and involves the same tools and supplies that the employee would use on a daily, which encourages learning.
ReplyDeleteAgreed Nishadi, Furthermore, On the job training is another delivery approach of training, which takes place at normal workplace and makes the job itself part of the instruction given and a means of acquiring practical skills (Trang2014). Based on previous research, workers in low –paid jobs have less opportunity for on-the-job training as compared to workers in higher-paid jobs (Isik, Gordon, Karlene and James, 2008). Consistent with Lin and Tremblay (2003), research showed that workers who are higher educated are more likely to receive on-the-job training.
DeleteGreat content Rayan. Further you can add methods such as soft skills training, safety training, and even technical skills training.
ReplyDeleteTechnical Skills Training method helps one develop the skills needed for the job role (Detsimas et al., 2016).
Soft Skills method strives to build a team of employees that behave ethically and professionally (Majid et al., 2012).
Safety Training is helpful as workplace injuries and accidents happen. Therefor this method gives the employees the skills that will enable them to handle these injuries and accidents (Cronenwett et al., 2007).
Thank you for the comment and for the valuable idea for the develop my blog, I will go through your methods and will be update further.
DeleteGreat article Rayan, I agreed the content and to add furthermore, Every morning-training can be used to further improvement of training. It is also called “quick training” or whatever you want. It should take only 5-10 minutes each morning before the work hours. Section managers, line managers, as well as middle-level managers, who are responsible for subordinates, can organize the quick-training. However, some people may argue that a 5-minute/10-minute training period is insufficient to learn something. Nevertheless, if we start it correctly and also continue correctly, it will improve the daily work.
ReplyDeleteThe transfer of knowledge- as it occurred in every morning training- gave way to facilitating processes of knowledge sharing and knowledge development. Furthermore, employees can learn more effectively through a process of questioning, reflection, and feedback from others that permits deeper understanding to emerge from these otherwise everyday activities (Watkins, 1993).
According to Heathfield (2012), providing correct staff training and development at the right time
ReplyDeletebrings significant benefits to the institution and improves performance. Training and development are important factors in defining an organization's optimal performance.