Today, we will be discussing all the popular types of training methods for employees that are implemented in companies. Following are the topics that we will be covering in this blog.
It doesn’t matter how much money you are investing in employee training. It will not work out until you choose the right training techniques. So, take your time to figure out the best and effective option for your company.
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What is employee training, and why is it necessary?
Let’s first understand the concept of employee training. Employee training is a work program that is designed to train employees with specific skills and knowledge in their current roles. Having said that, training isn’t just important but crucial for the development of a company and its employees as a whole.
While it may seem like training takes away the time that an employee could have otherwise utilized to do the actual work, the return on investment in time and money and all the benefits that come along with it make it all worthwhile.
An effective program for employee training and development allows organizations to invest in the right talent. Recruitment involves time and money. So, retaining talent is crucial, and how you train and engage that talent directly impacts it.
Following are the five benefits of effective employee training:
- Higher productivity
- Lower supervision
- Higher employee retention
- Fewer accidents
- Long-term organizational success
Due to the talent gap and short-lived skills, companies are turning their attention to training and development for their employees and keeping aside a huge chunk of money to invest in the purpose. However, not all organizations are reaping the same benefits as others. This is due to the fact that these organizations have failed to realize that the training programs cannot be ‘one-size-fits-all.’
Learn about the importance and benefits of training and development in our comprehensive blog.
How to choose an employee training method?
The first step of effective employee training is identifying the right type of training method. Here is how you can choose the right training method for your employees:
- Training objective: Identify the skill gaps and objectives of the training program to choose a training method that will best suit those goals. For example, a classroom-based training session will be good for delivering information about company employee relations policies, interactive training for new and existing employees, role-playing techniques to train managers for particular situations in the workplace, etc.
- The target audience: Always consider your target audience, and then choose a training method. There is no point in training an audience that doesn’t understand the purpose and benefits of it. So, choose your training method wisely based on the nature of the job, demographics, the level of the job role, whether to deliver group or individual training, etc.
- Constraints: Training involves money, time, and other resources. Hence, consider the constraints that you have to work with when you are choosing a training method. When time is of the essence, stick to the types of training techniques that are convenient and less time-consuming as valuable time is spent both by the employers who are training and the ones receiving the training. LMS and online training are convenient for those who are not working in the same workspace. And, if you have to work around a tight budget, then you can utilize the expertise and experience of existing employees rather than hiring external trainers.
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Different Types of Training Methods
Following are the 10 types of training methods that organizations can employ. Let’s have a look at them.
Instructor-led training occurs in a training room with one or more instructors presenting the lecture and demonstration. This type of training works well for complex topics and allows employees to ask their questions, and the instructors can answer them directly or guide them to the right resources. This training method allows for the appointment of seasoned and expert instructors who are suitable for the particular training style and level required.
Drawbacks: Costly, time-consuming, and unnecessary in the case of concise topics
On-the-job training is an experiential kind of training that is tailored to address the individual requirements of employees. As apparent from the name, it is more hands-on and conducted directly on the job. This training method is designed to help employees adapt to their current or upcoming roles.
This kind of hands-on training directly impacts employees’ jobs, such as learning a piece of new business equipment or other necessary processes. It can be time-intensive, so it is used best when there is usually no lack of available resources.
Mentoring or Coaching
Mentoring or coaching is similar to on-the-job training but with a focus on relationship-building between an employee and a higher-level professional like a veteran employee, supervisor, coach, etc. It is a one-on-one training method that allows room for comfortable question-answer sessions, which may otherwise not be possible in a larger classroom-training setting. It can also be carried out in a virtual way through online coaching.
Mentoring is usually not advisable in a time-sensitive environment and should be implemented smartly. If time is what you are worried about, you can bring in a coach, but then, the employee will miss out on the valuable relationship-building part.
Group Discussion and Activities
Group discussions are good for training multiple employees at once, especially if they are in the same department or team. These training methods are instructor-led or can be arranged online with a supervisor for review. Group discussions and activities are best for complex challenges that require collaboration and teamwork.
Lectures are organized to impart information quickly to a very large audience. However, this type of training has been deemed to be ineffective to an extent as it allows no room for interaction and can get boring at times. Vocal delivery and preparation are crucial to draw the attention of the audience in such sessions.
As a training method, e-learning utilizes online courses, videos, and tests. It is an easy training method where employees can do their training on any device, such as a phone or an office computer system. It is targeted at a larger audience who are working remotely or have high turnover rates.
The best way to keep the audience engaged during these sessions is by introducing interactive games, activities, videos, tests, etc. Engagement is always necessary during training.
In e-learning, graphics and visuals should be seriously considered with a solid instructional design strategy. Otherwise, it could appear gimmicky or outdated.
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Simulation Employee Training
Simulation training is typically introduced in high-risk fields, such as aviation and healthcare. Simulation happens through a computer, AR/VR devices, etc., and it can be an expensive method of training. However, it is necessarily used for pilots and doctors to train. Besides these fields, there are others too that use simulation as their mode of training.
These types of training and development are highly reliable and allow employees to progress consistently at their own pace.
The role-playing training method is implemented in controlled scenarios for employees to work through them. Role-playing enables them to work with different perspectives, as well as think decisively. Like group discussions and activities, it is highly effective. However, it consumes employees’ time and is not ideal for simple and straightforward topics.
Management training may include several types of employee training approaches that are focused on the requirements of managers. Management-specific activities include brainstorming and role-playing sessions, e-learning, demo on best practices, team-building exercises, simulations, etc. These activities ensure the foundation that is required to support the rest of the employees in the department.
Case Studies and Reading Materials
Reading materials are readily available on some employee training topics. Case studies are a great way to train employees on real issues that occur in the workplace. They are ideal for more focused topics.
These types of training programs can be self-paced or paced with other team members in a session. However, some complex topics call for other advanced types of training.
Training cannot be considered a one-off event. While most organizations do invest in initial job training, many do not understand the importance of continued training and development. By not doing so, these companies pay a high price in lost talent, productivity, and profits going forward.
For companies to thrive and grow, they must pay attention to workplace learning. The blended delivery of training through online and offline methods has been found to be very effective and preferred by employees.
As long as the right method is in place for the right purpose, target audience, time, and budget, a company’s training program will benefit and develop the employees in the desired direction.
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