Common Learning and Development Methods
Common Learning and Development Methods
Learning styles are influenced by factors such as individual experiences, different intelligence and personality factors such as preference for learning alone or in a group (Sreenidi and Helena, 2017). Training programs have several learning objectives rather than focusing one particular area. So trainer will need to combine several training methods to integrate the whole training experience (Blanchard and Thaker 1999). Therefore organizations follow common training methods mentioned below;
· Action Learning – A learning process and a tool which allows groups and individuals to learn while solving issues and implementing actions (Cho, 2013).
· Blended Learning- Is a mixed learning method combines traditional class room theory training with e-learning (Trapp, No date).
· Case studies- A narration about how the organization has dealt with previous situations. The trainee will have to analyze the actions taken and suggest what might have been done differently (Noe, 2002).
· Coaching- Is a one-to-one training method. This method helps to quickly identify the weak areas of the trainee and focus to rectify the weaknesses. Offers the benefit of theory learning to practice (Raheja, 2015).
· Outdoor training- A way of experiential learning to build employees personal qualities and to create a bond in group encounters when unfamiliar issues arise. Mainly to train in believing the value of team work, trust, cooperation and collaboration (Kriemadis and Kourtesopolou, 2008).
· Role-playing- Training method involves trainees to act out the characters given to them. The scenario is given out to the trainee. It provides limited information to the trainee to act out (Noe, 2002).
· Continuing professional development- Is a self-learning method followed by the employee in order to maintain his/her skills and knowledge pertaining to the profession they engaged in. which means they will update their professional knowledge with formal, short courses provide by various institutions, which is relevant to the subject they specialized in (Collin, Heijden and Lewis 2012).
E-learning- a most popular way of learning in the 21st century. It is a way of training support delivered any mechanism provided by an electronic device connected to the internet. Involves on-line chat or e-mail discussions (Bozarth, 2005).
· Lecture- A well- known way of training where the trainer delivers the knowledge, materials, techniques and requirements verbally to the trainees (Al-Nabae and Sammani, 2019).
· Mentoring- Is a one-to-one interaction between the senior employee and the junior employee in the organization (Vasanthi and Basariya, 2019).
· Simulations- A training method that represent a real-life situation. The outcome depends on the trainee’s decision on that particular task. Also this method allows the trainee to see the impact of their decision in a risk free environment (Noe, 2002).
· Business games- Mainly used to improve management skill development. The participants will actively involve and gather information, analyze it and make decisions (Noe, 2002).
Figure 1: Types of employee training methods
Source: (Bleich, Nodate)
The organization I am working is a leading airline in the country. The department I am attached is, in-flight service delivery. Hence aviation industry is a safety oriented industry, we as employees undergo with various training sessions constantly. Most of the training methods mentioned above are practiced in my organization.
· Case studies- Safety instructor assigns each trainee crew member a safety related incident which took place in the recent past, on-board the aircraft. The trainee will have to analyze the given situation and offer suggestions, and explain how he could have dealt with the situation.
· Outdoor training- The members of cabin crew will be divided in teams and taken on outbound training camps once in two years. The training is conducted by professional training personals. This particular team is blended with different hierarchies such as cabin managers, cabin supervisors, senior cabin crew and junior cabin crew. The outbound training helps to know each person individually and a bond is created within them. It makes easy to execute duties on-board the aircraft effectively.
· Role-playing- A cabin crew member will have to demonstrate a given emergency scenario on a scheduled annual safety class. (Ex: how to handle an emergency landing on ground or water, fighting a fire on-board). This is done in a mockup aircraft hull. Based on how he has re-acted, the trainer shall evaluate the crew member.
· Continuing professional development- A crew member s offered plenty of self-learning short courses by the organization in order to enhance his/her knowledge. (Ex: Emotional intelligence development courses, soft skill development, safety related courses international aviation governing bodies.)
· E-learning- The “one world alliance” learning refresher and the “annual on-board service refresher” training is conducted via online. The study materials are given online and the crew member will have to answer a questionnaire to evaluate the knowledge.
· Lecture- Initial cabin crew training is conducted in a class room environment. The trainer provides the necessary study materials and the trainee crew will have to effectively interact with the trainer during the training period.
References
Al-Nabae, M.G. and Sammani, D. (2019).Training Methods for developing project team members. International journal of innovation and industrial revolution, 1(1), pp.5 [Online]. Available at< https://www.academia.edu/40836893/TRAINING_METHODS_FOR_DEVELOPING_PROJECT_TEAM>. [Accessed on 28th May 2020].
Blanchard, P.N. and Thaker, J.W (1999).Effective training: systems, strategies and practice. New Jersey, Prentice-hall. [Online]. Available at <https://archive.org/stream/effectivetrainin0000blan#page/n5/mode/2up>. [Accessed on 24th May 2020].
Bleich, C. (No date).Top 10 types of employee training methods.Edgepoint. [Online]. Available at< https://www.edgepointlearning.com/blog/top-10-types-of-employee-training/>. [Accessed on 28th May 2020].
Bozarth, J. (2005).E-learning solutions on a shoestring; help for the chronically underfunded trainer. San Francisco, John Willey. [Online]. Available at <https://archive.org/stream/elearningsolutio0000boza?ref=ol#mode/2up>. [Accessed on 28th May 2020].
Cho, Y. (2013). What is action learning? Components, Types, Processes, Issues and research agendas. Learning and performance quarterly.1 (4). [Online]. Available at <https://www.researchgate.net/publication/283794420_What_is_Action_Learning_Components_Types_Processes_Issues_and_Research_Agendas>. [Accessed on 26th May 2020].
Collin, K., Heijden, B.V. and Lewis, P. (2012).Continuing professional development. International journal of training and development, 16(3), pp.156 [Online]. Available at<https://www.researchgate.net/publication/263066208_Continuing_professional_development>. [Accessed on 27th May 2020].
Kriemadis, T. and Kourtesopoulou, A. (2008). Human resource training and development. The Outdoor management method. Scientific forum in sport management, 4(1), pp.34-36 [Online]. Available at <https://www.researchgate.net/publication/26543990_Human_resource_training_and_development_The_outdoor_management_method>. [Accessed on 26th May 2020].
Noe, R.A. (2002). Employee training and development.2nd Ed. New York, McGraw-Hill. [Online]. Available at <https://archive.org/stream/employeetraining00raym#page/n5/mode/2up.>. [Accessed on 26th May 2020].
Noe, R.A. (2002). Employee training and development.2nd Ed. New York, McGraw-Hill. [Online]. Available at <https://archive.org/stream/employeetraining00raym#page/n5/mode/2up.>. [Accessed on 26th May 2020].
Noe, R.A. (2002). Employee training and development.2nd Ed. New York, McGraw-Hill. [Online]. Available at <https://archive.org/stream/employeetraining00raym#page/n5/mode/2up.>. [Accessed on 26th May 2020].
Noe, R.A. (2002). Employee training and development.2nd Ed. New York, McGraw-Hill. [Online]. Available at <https://archive.org/stream/employeetraining00raym#page/n5/mode/2up.>. [Accessed on 26th May 2020].
Raheja, K. (2015). Methods of training and development. Innovative journal of business and management, 4(2), pp.36. [Online]. Available at <: http://www.innovativejournal.in/ijbm/index.php/ijbm>. [Accessed on 26th May 2020].
Sreenidi, S.K. and Helena, T.Y. (2017).Styles of learning based on the research of Fernald, Keller, Orton, Gillingham, Stillman, Montessori and Neil D Fleming. International journal for innovate research in multidisciplinary field, 3(4), pp.17 [Online]. Available at <https://www.academia.edu/32474064/VAK_Styles_of_Learning_Based_on_the_Research_of_Fernald_Keller_Orton_Gillingham_Stillman_Montessori_and_Neil_D_Fleming>. [Accessed on 24th May 2020].
Trapp, S. (No date). Blended learning concepts. [Online]. Available at <http://ceur-ws.org/Vol-213/paper7.pdf>. [Accessed on 26th May 2020].
Vasanthi, S. and Basariya, S.B. (2019).Training Methods for developing project team members. International journal of research and analytical review, 6(1), pp.212 [Online]. Available at< http://www.ijrar.org/IJRAR19XP034.pdf>. [Accessed on 28th May 2020].
Agreed with your views. Employee training and development one of an indispensable part of HRM with the recognition of organizational need, procedure and technique at various industrial point of view. Employee training programs are conducted some kind of training methods in an organization. Even within one organization various methods are used for training different people (Melkumyan, 2007).
ReplyDeleteEffective training program to the employees can be used to bridge the gap between the current performance and the desired performance (Bossche, Segers and Jansen, 2010). Vo and Hannif (2012) say companies have to increase their budgets for training and development due to the lack of vocational training and education given by the government of that country.
ReplyDeleteGood one Shihan, The agile organization process depends on the employee’s skill and knowledge level. With the day to day updated technology, theories and other market trends, organizations have more competitive challenges with the market. For fulfill that knowledge and skill gap Training and development is more important to all organizations (Jehanzeb and Bashir 2013).
ReplyDeleteInteresting post Shihan. According to Alan Landers (2017) An organizational learning and development strategy should provide a road map of sorts to help leaders align and leverage learning resources to improve the organization’s overall human capital related capabilities and systems. This helps the organization to achieve competitive advantage.
ReplyDeleteIt's a complete elaboration Shihan. I learnt a lot. Thanks. As a new trend in training, E-Learning has gained the reputation as one of the best methods due to the advantages of it over the traditional classroom, textbook style learning such as ability to simulate using software, ability to update consistently and user-friendliness (Arkorful & Abaidoo, 2014).
ReplyDeleteShihan you have done a great work. Learning can be effectively sharpen by confidently demonstrating the things that learn, but which are new to that person Honey and Mumford (Armstrong, 2010).
ReplyDeleteShihan I would like to add, New training delivery and instructional methods include online learning (also called e-learning), distance learning, simulations, virtual reality, expert systems, electronic support systems, and learning management systems. New technologies have influenced the delivery of training, training administration, and training support. Technology has made several benefits possible (Neo 2010).
ReplyDelete