Traditional Training Methods
Traditional training methods for human resources have proven successful for many years. These techniques are useful and are used by many companies and they require experienced and dedicated human resource professionals to conduct them and make the tools useful for your trainees. To ensure complete success, a thorough and complete tracking system is very useful. This paper reviews and examines the information regarding the traditional training methods, and suggests the most effective and most ineffective traditional training methods with accompanying reasons.
Hands-On Methods
Hands-on training is traditional training method, which I feel is the most effective. It occurs when employees or learners are in an educational environment and they are able to carry out particular aspects of a task by themselves. A good example of hands-on training is an automotive repair class. The instructor could give a lecture to the students in the class on spark plug replacement but then allow the students to replace spark plugs themselves on a car engine.
Hands-on training model is effective because requires trainees to be actively involved in their own learning. Some of the examples of hands-on methods include; behavior modeling, games, simulations, case studies, on-the job training, and role playing. With these techniques, the employees or students learns from following or watching the trainer and then performs the simulation or role play as he/she being observed by the instructor. Instant advice and feedback is provided to the learner and if any a corrective measure is immediately taken. Learners can ask questions or seek clarifications the end of the simulation and can immediately apply their newly acquired skills.
The other reason that makes hands-on method most effective is the massive amount of information that is retained by learners who are accorded the chance to practice what they have learned through hands-on training.
The other merit of hands-on training is the learners get a feel for the materials or equipment that they will be using in their respective jobs after training. This aspect is particularly good when the learner is training with tools. The major reason for accidents within the organizations originates from misuse of tools, understanding and knowing how to properly use and handle tools enhances safety.
When learners are given the ability to learn in a hands-on setting, they are aroused and stimulated to learn more. The appetite for students to learn improves and they are more motivated to pay attention and listen if there is a task to be completed. This makes learners to be more empowered I their own learning situation.
Lecturing Presentation Methods
The traditional training method which I feel is most ineffective is lecturing. Lecturing presentation methods is one of the oldest traditional training methods. Many of us are familiar with this form of learning, since it is a very common way to teach in today’s school systems. A number of support methods are utilized, ranging from blackboards and charts to virtual meetings and power-point slides. Human resource associates learn and take notes while instructors present information and administer examinations. Materials are provided for reference, and students often learn in traditional classroom settings
Lecturing is the most ineffective among the traditional training methods because it places learners in a passive rather than an active role, and this hinders learning. This method promotes one-way communication; hence, the lecturer has to make a conscious effort to become aware of student problems and student understanding of content without verbal feedback. Lecturing also requires a significant amount of unguided student time outside of the classroom to allow understanding and long-term retention of content. And finally lecturing is ineffective because it requires the instructor to have or to learn effective writing and speaking skills.
In conclusion many avenues exist to train employees. The key is to match the training method to the situation. Assess each training method implemented in the organization and get feedback from trainees to see if they learned anything. Then take the results from the most popular and most effective methods to design a specific training program.
