Evaluation of Different Training and Development Methods and Their Practicality in the Workplace
Training has been defined as ‘a planned effort by a company to facilitate employees’ learning of job-related competencies. These competencies may include knowledge, skills, or behaviours that are critical for successful job performance.’ While Development refers to any form of formal education, job experiences, relationships and assessments of personality and abilities that can aid in the performance of an employee in current or future jobs. (Noe 2007)
Training and development methods consists of different techniques and materials used by trainers to structure learning experiences, and different delivery methods are better suited for achieving certain learning objectives. Reid (2007) argued that when determining a learning strategy for employees in an organisation, four decision criteria that must be taken into account. Firstly, the training technique needs to be compatible with the objectives. Secondly, transfer of learning has to take place which means that the employees need to be able to apply the learnt skills at the workplace. In order for this to occur, the training and development programme needs to be structured in a way that would ensure maximum retention for the employee. Thirdly, available resources such as the cost of the techniques, cost of accommodation for running internal and external courses and also the HRD budget. And lastly, learner-related factors i.e. the preferred learning style of the employees, motivation of the learner as well as age and size factors of the trainees.
There are various training and development methods and they can be categorised under different main headings:
Instruction and coaching on-the-job: This technique uses more experienced and skilled employees to train the less skilled and experienced employees. It can also be useful in training newly hired employees, orienting transferred or promoted employees to their new jobs or cross-training people within departments in a workplace. Examples of this type of techniques
Training and development methods consists of different techniques and materials used by trainers to structure learning experiences, and different delivery methods are better suited for achieving certain learning objectives. Reid (2007) argued that when determining a learning strategy for employees in an organisation, four decision criteria that must be taken into account. Firstly, the training technique needs to be compatible with the objectives. Secondly, transfer of learning has to take place which means that the employees need to be able to apply the learnt skills at the workplace. In order for this to occur, the training and development programme needs to be structured in a way that would ensure maximum retention for the employee. Thirdly, available resources such as the cost of the techniques, cost of accommodation for running internal and external courses and also the HRD budget. And lastly, learner-related factors i.e. the preferred learning style of the employees, motivation of the learner as well as age and size factors of the trainees.
There are various training and development methods and they can be categorised under different main headings:
Instruction and coaching on-the-job: This technique uses more experienced and skilled employees to train the less skilled and experienced employees. It can also be useful in training newly hired employees, orienting transferred or promoted employees to their new jobs or cross-training people within departments in a workplace. Examples of this type of techniques
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