Training Methods and Learning Strategies
Training and learning strategies vary from organization to organization. Every organization has its own way of training employees to help employees meet challenges of the job and goals of the organization. Training methods have certain pros and cons too. To determine the right training methods suitable for the employees of the organization, , the members of the organization must think what kind of jobs are available, which type of job require specific training, will the training produce intended outcome or will training will help individuals to meet job goals. Thus many point must be kept in mind before designing a specific training program for employees. Training programs help employees to learn skills and to acquire experience to do their jobs well. Training methods usually fall under two categories. These two broad categories are on the job training and off the job training.
The organization I worked in, had different training programs for different job titles. I worked as a human resource assistant. I was new at the job. At that time the organization had formal class room training program to teach new employees in human resource department. I attended the class room training program with few other employees who were appointed with me. In the class room training we were taught the same way as we were taught at the university. We were taught about organization, mission, vision, goals, and culture. Specific procedures and guidelines to follow. We were taught about human resource procedure used in the organization such as evaluation methods, training methods, appraisal methods, compensation policies and many other procedures followed in the organization. We studied these procedures in detail. After completing a formal training session we were then allowed to work under supervision of the human resource manager. The formal class room training program helped us in learning about different human resource procedures than the organization follows, how to use and implement them. We also had the opportunity to meet other fresh employees in the same field. During class room training, course contents were designed to deliver knowledge about different human resource procedures that the company follows and how we must use the same procedures. The class room training lasted about four weeks. At the end of the training session we had to pass the assessment before formally starting the job (cchand, n.d.).
The most effective parts of the training included the opportunity to learn specifically about human resource policies and procedures. Such policies and procedures require in depth study before they are used. However I believe than class room training does not provide real experience. It just like learning course contents in the class. During the formal training session we were not allowed to practice the learned skills in real until we complete the entire training program. I believe that assessment at the end of the training program does not specifically judge how well leaned skills can applied.
The learning program should have used a combination of class room and on the job training to help fresh candidates to not only to learn new skills and knowledge related to the organization but they also have the opportunity to practice those learned skills in real. Practicing those skills would have given a learning experience to fresh candidates. Also their abilities to work in real environment would have been judged to (Diorio, 2015).
Class room trainings are effective in teaching specific contents, however class room trainings alone cannot produce intended outcome. Class room training combined with real experience will give opportunity to trainees to not only to learn the course contents but also to see how they are implemented and used in real environment. Class room training alone cannot judge real skills of trainees until they work in the real job setting (Philips, 2017). Case studies introduced in training program would have also enhanced analytical and critical skills.
cchand, S. (n.d.). Methods of Training: On-the-job Training Method and Off-the-Job Methods. Retrieved from http://www.yourarticlelibrary.com/human-resource-development/methods-of-training-on-the-job-training-method-and-off-the-job-methods/32369
Diorio, E. (2015, October 1). Pros and Cons of popular training and development methods. Retrieved from http://blog.vingapp.com/corporate/pros-cons-popular-training-and-development-methods/
Philips, C. (2017, September 26). Advantages and Disadvantages of Training Methods for Employees in Customer Service. Retrieved from https://bizfluent.com/info-12114976-advantages-disadvantages-training-methods-employees-customer-service.html