A situation is described in detail and then students discuss it. this training method is called

To create a happy, productive workforce, training managers must provide opportunities for further training and growth. Unfortunately, too many employees or management dismiss training as boring or unnecessary. And, let’s face it, employee training can be boring, but only when the wrong types of training are matched up with the topic or issue you’re tackling. Matching the types of employee training to your employee needs can ensure they receive the information they need, in the format best suited for it.

Índice Show

1. Instructor-led training
2. eLearning
3. Simulation employee training
4. Hands-on training
5. Coaching or mentoring
6. Lecture-style training
7. Group discussions and activities
8. Role-playing
9. Management-specific activities
10. Case studies or other required reading
Learn more about types of training

The best types of employee training methods for your workforce may include:

Instructor-led training
eLearning
Simulation employee training
Hands-on training
Coaching or mentoring
Lectures
Group discussion and activities
Role-playing
Management-specific activities
Case studies or other required reading

We discuss the ideal situations for these types of training for employees, along with their respective challenges below.

1. Instructor-led training

Instructor-led training is the traditional type of employee training that occurs in a classroom, with a teacher presenting the material. This can be a highly effective method of employee training, especially for complex topics. Instructors can answer specific employee questions or direct them to further resources. They also allow for highly-skilled instructors to match the training level and style to the employees in the room.

However, instructor-led training does have some drawbacks, including cost and time to implement. It can also be unnecessary for concise topics. We discuss more about this in our post, “Instructor-Led Training Vs. eLearning.”.

2. eLearning

eLearning, on the other hand, relies on online videos, tests, and courses to deliver employee training. Employees can do their training right in the palm of their hand with a smartphone or on their company computers.

It’s one of the easiest types of employee training to roll out to larger populations, especially for employees who are remote or have high-turnover rates. With interactive games, tests, videos, activities, or even gamified components, it can also go a long way towards keeping your employees engaged with the training.

Of course, eLearning also has its own challenges. Without a solid instructional design strategy behind it, the graphics and visuals that make eLearning fun can also make it gimmicky or quickly outdated. Keeping it up-to-date is also a necessary best practice. We cover the major advantages, and disadvantages, of eLearning here.

3. Simulation employee training

Simulation training is most often provided through a computer, augmented, or virtual reality device. Despite the initial costs for producing that software or technology, however, simulation training can be a necessary option for employees in riskier or high-stakes fields. You’ll often see simulation training for pilots or doctors, but it can be useful for other employees too.

This type of employee training is also highly-effective and reliable, allowing employees to progress consistently and at their own pace.

4. Hands-on training

Hands-on training includes any experiential training that’s focused on the individual needs of the employee. It’s conducted directly on the job. Hands-on training can help employees fit perfectly into their upcoming or current role, while enhancing their current skills.

A LinkedIn post notes:

“One advantage of hands-on training is that they are applicable immediately to the employees’ jobs. They are also effective for training when it comes to new business equipment and procedures.”

This is a time-intensive method of employee training, however, that’s best used when there are enough resources available to support employees during the program. Learn more about experiential learning here.

5. Coaching or mentoring

Coaching or mentoring can share similar qualities to hands-on training, but in this type of employee training, the focus is on the relationship between an employee and a more experienced professional, such as their supervisor, a coach, or a veteran employee.

The one-on-one mentoring style creates a relationship between employees that carries far beyond training. It also allows the employee to ask questions they may not feel comfortable asking in a classroom, instructor-led training. This training method can be done in person or virtually, through online coaching sessions.

For all its benefits, mentoring is costly in terms of employee hours and should be used appropriately to reduce those associated costs. Coaching—bringing in a trained professional—can sometimes provide a more time-efficient alternative, but without the relationship building that’s so valuable in mentoring.

6. Lecture-style training

Important for getting big chunks of information to a large employee population, lecture-style training can be an invaluable resource for communicating required information quickly.

However, use this type of employee training sparingly. HR.com writes:

“It has been said to be the least effective of all training methods. In many cases, lectures contain no form of interaction from the trainer to the trainee and can be quite boring. Studies show that people only retain 20 percent of what they are taught in a lecture.”

7. Group discussions and activities

For the right group of employees, group discussions and activities can provide the perfect training option. It allows multiple employees to train at once, in an environment that better fits their current departments or groups. These discussions and activities can be instructor-led or facilitated by online prompts that are later reviewed by a supervisor.

This type of employee training is best used for challenges that require a collaborative approach to complex issues. Find ideas for training activities here.

8. Role-playing

Similar to group discussions, role-playing specifically asks employees to work through one aspect of their jobs in a controlled scenario. They’ll be asked to consider different points-of-view and think on their feet as they work through the role-playing activity.

Like other group activities, role-playing is highly effective but may be unnecessary for simple, straightforward topics. It also requires more employee time, potentially taking time away from an entire department while they’re going through the training.

9. Management-specific activities

Management-specific activities are just that—employee training that’s focused on the needs of managers. They may include simulations, brainstorming activities, team-building exercises, role-playing, or focused eLearning on management best practices.

While management training can include many different types of training, it’s important to consider the additional needs of your managers separately from the rest of your employee population. This ensures they have the foundation they need to support the rest of their staff.

10. Case studies or other required reading

Finally, some employee training topics are readily accessible through required readings. Case studies, in particular, can provide a quick way for employees to learn about real workplace issues. Employees can read through these at their own pace, or while working in a team-building session with other employees.

Case studies are a great option for focused topics, but more complex topics will likely require more advanced types of employee training.

Learn more about types of training

At EdgePoint Learning, we know that employee training is only effective when it’s engaging. The best way to do that is to start from the beginning and consider the best types of training methods for your workforce, your needs, and your resources. Once you do that, you can create rich learning opportunities that empower and truly engage your employees.

Our eLearning blog covers a number of other resources for you to learn more, including:

From full custom development to comprehensive instructional strategy, our experts at EdgePoint Learning can also help you develop better employee training programs, for a variety of training methods. We specialize in eLearning, as well as innovative training solutions like geofenced mobile training and microlearning.

Since most employees can only dedicate 1% of their workweek to training, it’s time to make those 24 minutes more effective, more engaging, and maybe even a little fun. We’re here for better employee training, and we hope you are too.

Ready to see different types of employee training in action? Check out our library of demos or request a personalized demo today.

Off-the-job training is conducted in a location specifically designated for training. It may be near the workplace or away from work, at a special training center or a resort Conducting the training away from the workplace minimize distractions and allows trainees to devote their full attention to the material being taught- However, off-the-job training programs may not provide as much transfer of training to the actual job as do on-the-job programs. Many people equate off-the-job training with the lecture method, but in fact a very wide variety of methods can be used.

Definitions:

Employee training at a site away from the actual work environment. It often utilizes lectures, case studies, role playing, simulation, etc. See also on the job training.www.businessdictionary.com

“Off the Job Training” Methods

1. Classroom Lectures:

under the off the job methods of training, classroom method or lecture method is well-known to train white collar or managerial level employees in the organisation. under this method employees are called to the room like that of classroom to give training by trainer in the form of lectures. This method is effectively used for the purpose of teaching administrative aspects or on management subject to make aware of procedures and to give instructions on particular topic.

Advantage – It can be used for large groups. Cost per trainee is low.

Disadvantages – Low interest of employees. It is not learning by practice. It is One-way communication. No authentic feedback mechanism. Likely to lead to boredom for employees.

2. Audio-Visual:

Providing training by way of using Films, Televisions, Video, and Presentations etc. This method of training has been using successfully in education institutions to train their students in subjects to understand and assimilate easily and help them to remember forever. New companies have come up for providing audio visual material for students in their concern subjects. In the corporate sector, mainly in customer care centers employers are giving training to their employees by using audio visuals material to teach how to receive, talk and behaviour with the customer.

Advantages – Wide range of realistic examples, quality control possible.

Disadvantages – One-way communication, No feedback mechanism. No flexibility for different audience.

3. Simulation:

The simulation Method of training is most famous and core among all of the job training methods. in the simulation training method, trainee will be trained on the especially designed equipment or machine seems to be really used in the field or job. But, those equipment or machines are specifically designed for training a trainees were making them ready to handle them in the real field or job. This method of planning is mostly used where very expensive machinery or equipment used for performing Job or to handle that job.

Example:- The simulation method has been using widely for the purpose of training aeroplane pilots on aeroplane simulator to make them ready to handle an fly aeroplane. Especially in Air force fighter pilots are getting trained on the jet fighters simulator. because the cost of aeroplane or jet fighter will be very expensive, hence employer may not allow directly to get trained on real equipment to avoid damage to equipment or machine or in sometimes may cause loss of trainee life. To avoid all such risks by the employer giving training on simulator is safe. (normally simulators for the purpose of training would be provided by the manufacturer of original equipment)

4. Vestibule Training: -

Mostly this method of training will be used to train technical staff, office staff and employees who deal with tools and machines. Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor by bringing equipments or tools to certain place where training is provided, but not work place. Vestibule training allows employees to get a full feel for doing task without real world pressures. Additionally, it minimizes the problem of transferring learning to the job.

Vestibule training is provided to employees when new or advanced equipment or tools introduced in to the organisation to do a particular job by using them. For this purpose such equipment is brought to a separate place to give demonstration and train how to use and that handle it by employees safely.

5. Case Studies:

It is a written description of an actual situation in the past in same organisation or somewhere else and trainees are supposed to analyze and give their conclusions in writing. This is another excellent method to ensure full and whole hearted participation of employees and generates good interest among them. Case is later discussed by instructor with all the pros and cons of each option. It is an ideal method to promote decision-making abilities within the constraints of limited data.

6. Role Playing:

During a role play, the trainees assume roles and act out situations connected to the learning concepts. It is good for customer service and training. This method is also called ‘role-reversal’, ‘socio-drama’ or ‘psycho-drama’. Here trainees act out a given role as they would in a stage play. Two or more trainees are assigned roles in a given situation, which is explained to the group. There are no written lines to be said and, naturally, no rehearsals. The role players have to quickly respond to the situation that is ever changing and to react to it as they would in the real one. It is a method of human interaction which involves realistic behaviour in an imaginary or hypothetical situation. Role playing primarily involves employee-employer relationships, hiring, firing, discussing a grievance problem, conducting a post appraisal interview, disciplining a subordinate, or a salesman making presentation to a customer.

7. Programmed Instructions:

This involves two essential elements: (a) a step-by-step series of bits of knowledge, each building upon what has gone before, and (b) a mechanism for presenting the series and checking on the trainee’s knowledge. Questions are asked in proper sequence and indication given promptly whether the answers are correct.

This programme may be carried out with a book, a manual or a teaching machine. It is primarily used for teaching factual knowledge such as Mathematics, Physics, etc.

8. Management Games With computerized management games:

Trainees divide into five- or six-person groups, each of which competes with the others in a simulated marketplace. Each group typically must decide, for example.

1. how much to spend on advertising.
2. how much to produce,
3. how much inventory to maintain, and
4. how many of which product to produce.

Usually, the game itself compresses a two- or three-year period into days, weeks, or months. As in the real world, each company team usually can't see what decisions (such as to boost advertising) the other firms have made, although these decisions do affect their own sales.

Management games can be effective. People learn best by being involved, and the games can gain such involvement. They help trainees develop their problem-solving skills, as well as to focus attention on planning rather than just putting out fires. The groups also usually elect their own officers and organize themselves. This can develop leadership skills and foster cooperation and teamwork.

- Advantages of Off-the-Job Training Trainers are usually experienced enough to train
- It is systematically organized
- Efficiently created programs may add lot of value
- Disadvantages of Off-the-Job Training: It is not directly in the context of job
- It is often formal
- It may not be based on experience.
- It is expensive.
- Trainees may not be much motivated
- It is artificial in nature.