This paper dwells upon major training techniques. Central characteristics are pointed out. Main advantages and disadvantages of the techniques are also identified. The brief analysis of the major training methods helps come to a very valuable conclusion.
Thus, each training technique is aimed at specific goals and each of the methods should be used in particular settings. More importantly, human resource professionals should combine several (or all of the) training techniques to help employees develop and properly function within the organization.
Training is one of the major constituent parts of human resource management. HR professionals are equipped with a variety of training methods which help employees adjust to a specific environment. These methods are used in different settings and they are also aimed at different goals.
One of the most widespread techniques is on the job training. Employees are exposed to the particular working settings (Ivancevich & Konopaske, 2012). They start doing their job at once without additional theoretical assistance. This method is successful when major aspects of the tasks have been taught and the employee has a chance to apply this knowledge. This minimizes training time as the employee is exposed to various issues which he/she is trying to handle.
Another effective method that helps employees get ready for specific issues is the case method. Employees discuss specific cases which are concerned with major issues. These issues are often concerned with OSHA regulations as about 16% of workplaces are characterized as places with high rate of accidents (Ivancevich & Konopaske, 2012). The method is efficient as employees discuss the most serious cases and develop strategies to address specific issues which can potentially happen in any workplace.
Role playing also helps employees address particular issues and develop certain strategies to act properly in different situations. In pairs or in groups, employees act out different situations. Again, this can involve practicing scenarios related to safety issues (Burke & Hutchins, 2007). However, this method is also effective to develop proper behavioral patterns in a variety of settings (team work, risk management, strategic planning, etc.).
In-basket tech is similar to role playing, but it is more elaborate. Thus, an employee is given a specific role (description of the situation and position within the company) and a set of materials (memos, reports, etc.) to facilitate the employee’s decision-making (Ivancevich & Konopaske, 2012). This is an effective method as employees are trained to make right decisions (they are able to evaluate decisions made during the training).
Management games also help employees develop skills for decision making. Employees play board games, or participate in simulation models. This method is also facilitated by technology, i.e. computers, online activities, games, etc. Employees try to solve various problems which often occur in real-life settings. This is also an effective method to develop teamwork skills.
Behavioral modeling is another effective training method aimed at developing proper behavioral patterns. Thus, employees are shown (via videos or trainers act out certain patterns) appropriate as well as inappropriate ways to behave in this or that situation (Burke & Hutchins, 2007). Employees can literally see how they should behave, which makes the method very effective.
Outdoor-oriented programs are usually aimed at team building. Employees are often gathered outside offices. Various training activities are held. This is a very effective method which helps employees develop proper and efficient relationships (Ivancevich & Konopaske, 2012). This method is also quite popular as it helps employees relax and have fun.
Coaching and counseling is quite an effective method as employees have the necessary support. This method is especially effective with newcomers who are only learning about the organization or employees who start a new project or a task they have never fulfilled (Ivancevich & Konopaske, 2012). At the same time, the use of this method can often be inefficient with experienced employees working on routine tasks.
The method of transitory and anticipatory experiences is associated with transfers. Thus, an employee has to fulfill certain tasks related to the previous position, while completing new tasks. The employee needs assistance and guidance during this transfer. Coaching and counseling can be a good method to help the employee at this period.
The method of transitory and anticipatory experiences should be exploited thoughtfully and carefully, as some employees can be unprepared for the overload associated with this method.
Transfers and rotations can also be a very effective training method as employees acquire more knowledge. Employees learn new skills, which makes them ready for a variety of tasks. In other words, employees become more flexible and can address a variety of issues. Though, this method should also be used thoughtfully due to potential unpreparedness of employees.
Lecture-discussion approaches are effective to introduce some information, but rather inefficient for practicing. Thus, one of the major advantages of this approach is that HR professionals can make large groups of employees aware of new strategies, regulations (e.g. OSHA regulations and safety measures), goals, etc. (Ivancevich & Konopaske, 2012). However, this method should be accompanied by other training techniques aimed at practicing and acquiring specific skills.
Computers, virtual reality approaches and distance training can be very effective. Knight et al. (2010) claim that employees are able to develop necessary skills and behavioral patterns within a short period of time. This approach offers a variety of opportunities for the employer as it combines other training techniques and gives them a new form. This new format is usually user-friendly and is welcomed by employees.
Goal setting is also a very effective training method especially when the goals are discussed by both the employer and employee (Ivancevich & Konopaske, 2012). This technique is effective as the employee has a specific goal and he/she is often equipped with specific methods to achieve it. The technique is also associated with constant development as when a goal is achieved new goals are set.
Behavior modification encompasses shaping employees’ development by encouraging appropriate or desirable behavioral patterns and discouraging employees from inappropriate conduct. This can also be associated with rewards and mild punishment. This method can be effective if used properly (employees should not feel as if they are under total control all the time).
Team building is related to outdoor activities, but can also include in-office training sessions. This method is aimed at developing proper relationships among employees, which positively affects teams’ as well as organization’s performance.
In conclusion, it is possible to note that there are various training techniques. Each of them is affective for certain situation. Therefore, HR professionals should exploit a variety of techniques to help employees develop. Only a combination of all training methods will help each employee (and the entire organization) evolve and remain effective and competitive.
Reference List
Burke, L.A., & Hutchins, H.M. (2007). Training transfer: An integrative literature review. Human Resource Development Review, 6(3), 263-296.
Ivancevich, J., & Konopaske, R. (2012). Human resource management. New York, NY: McGraw-Hill Higher Education.
Knight, J.F., Carley, S., Tregunna, B., Jarvis, S., Smithies, R., de Freitase, S., Dunwell, I. &Mackway-Jones, K. (2010). Serious gaming technology in major incident triage training: A pragmatic controlled trial. Resuscitation, 81(1), 1175-1179.