Best ways of training your employees
There are many training methods, each has its advantages and disadvantages. Here is the list of the different training methods. You can comment on the advantages and disadvantages and give concrete examples by imagining how they can be used in the training of truck drivers.
One of the most common methods of technology-based learning is:
- Basic programs on the PC
- Interactive multimedia — with a CD-ROM on the PC
- Interactive video — using a computer with a video recorder
- Online training programs
The forms of training with technology are almost unlimited. A trainer also has more influence on learners’ engagement than in any other environment, and learners have the advantage of learning at their own pace.
Simulators are used to imitate real working experiences.
Most simulators are very expensive, but for some tasks, such as learning to drive a 747, they are essential. Astronauts also train intensively with simulators to mimic the challenges and microgravity of a space mission. The military also uses video games (similar to the shooting games of their 14-year-olds) to train soldiers.
3. Workplace Training
Jumping directly to work from day one can sometimes be the most effective way to train.
Here are some examples of workplace training:
- Read the manual — a rather boring but complete way to learn more about a task
- A combination of observation, explanation, and practice
- The trainers review the job description, explain the tasks and answer questions
- Use the intranet so that trainees can ask questions about their work and the company’s experts can answer them
On-the-job training motivates employees to start work. Some reports suggest that people learn more effectively when they learn in a practical way than when they listen to an instructor. However, this method may not be suitable for everyone, as it can be very stressful.
Coaching / mentoring gives employees the opportunity to be personally trained by an experienced professional. This usually happens after a more formal process has taken place to deepen what has already been learned.
Here are three examples of coaching / mentoring:
· Hire professional coaches for managers
· Establish a formal mentoring program between senior and junior managers
· Implement less formal mentoring to encourage more experienced people to mentor less experienced people
Coaching / mentoring gives students the opportunity to ask questions and get complete and honest answers something they may not get in a classroom with a group of people.
Lectures are usually held in the classroom. It seems that the only advantage of a conference is the ability to bring a large amount of information to many people in a short period of time. It has been said that this is the least effective training method of all. In many cases, the courses do not include any form of interaction between the trainer and the trainee and can be quite boring. Studies show that people retain only 20% of what they are taught in a lecture course.
They will most likely take place in a classroom where a group of people will discuss topics.
For example, if an unknown program is to be implemented, a group discussion on the new program would allow staff to ask questions and provide ideas on how the program would work best.
A better form of training than lectures, allowing all participants to discuss the topics of the new program. It also allows each participant to express different ideas and coordinate them.
Role plays allow employees to express problems that may arise in the workplace. The frequently discussed key competencies are negotiation and teamwork.
A role play could take place between two people simulating a problem that may occur in the workplace. This can be done with a group of people divided into groups of two, or through role-plays between two people in front of the class.
Role plays can be effective in combining theory and practice but are not popular with people who feel comfortable in front of a group of people.
Management games simulate real problems that occur in the workplace. They attract all types of trainees, including active, practical and attentive employees.
Some examples of management games could be:
Computer simulations of business situations run by ´play´.
Board games that simulate a business situation.
Thinking and Creative Games — to help managers find creative ways to solve workplace problems or implement innovative ideas.
A pleasant break from class or computer training, the usual goal of outdoor training is the development of team skills.
Here are some examples:
Wilderness or adventure training — participants live outdoors and engage in activities such as whitewater rafting, sailing, and mountaineering.
Little impact on programming — the equipment can include simple supports or a fixed low string course.
High Impact Programming — Could include navigation on a 40-foot high ropes course, climbing or abseiling.
Permanent and active participants can make the most of this form of training. One of the distractions that high-risk buses can encounter is the distraction or people who enjoy outdoor activities.
Movies and videos can be used individually or in combination with other training methods.
To be truly effective, training movies and videos must be focused on a specific goal. Only if they are produced effectively will they attract the attention of the trainees. They are also effective in stimulating discussions on specific topics after the end of the film or video.
Films and videos are good teaching aids but have some of the same disadvantages as a lecture, i.e. they do not require interaction with the participants.
Some risks to consider — the screening of a film or video from an external source — may not affect the issues that directly affect a particular company. Students may find the information very interesting but not relevant to their position in the company.
Some trainers like to show the videos as a break from another training method, i.e. as a break from a conference instead of a coffee break.
This is not a good idea for two reasons. First of all: After a long conference, trainees generally want to take a break from the teaching material, which is why an educational film would be too popular. Secondly: The use of films and videos for the sole purpose of taking a break can be costly.
Example: Videos for truck drivers could show the right way to interact with customers or illustrate preventive maintenance techniques.
Case studies provide trainees with the opportunity to analyze and discuss real issues in the workplace. They develop analytical and problem-solving skills and provide practical illustrations of principles or theories. They can also develop a strong sense of teamwork when teams have difficulty understanding a case.
All kinds of topics can be covered — for example, how to deal with the launch of a new product.
Basically, planned reading is the preparation for more formal training methods. Some participants must discuss certain topics before going to class or team building session.
Planned reading gives employees a better idea of what the topics are and gives them the opportunity to think about questions in advance.
There are many ways to train employees. It is crucial to adapt the training method to the situation. Evaluate each training method implemented in the company and obtain feedback from participants to see if they have learned anything. Then, take the results of the most popular and effective methods to design a specific training program.