Concepts in Training Methods revised
Concepts in Training Methods
Training methods are the techniques used to equip or provide employees with skills and abilities targeting the overall improvement of their abilities and skills towards the performance of their jobs (Clark 46). There are many training methods available and used by the human resource departments. This paper discusses several concepts associated with training methods.
Behavior Modeling, commonly known as Behavior Modeling Training, is the concept in training methods that encourages an individual in employee training to respond and act in the same way the role model does in a similar situation as they are presented with (Pew 58). An example of such is in the case of a conference or a meeting, if the role model carries with him a notebook and a pen, the individual in employee training is encouraged to follow suit.
Experiential programs are programs organized by the Human Resource as an additional component of training methods. With experiential methods, trainees are presented with situations or experiences from which they are supposed to learn and acquire experience. According to Jackson and Jon (50),experiential programs include field trips for researchers or cooking programs for chefs and cooks where they are presented to with a program that they involve themselves in kitchen activities for the sake of training.
Team training is the training approach that incorporates teams or groups of individuals in the training process. With such, a team is picked for training where they are taught and shown several concepts as a group. A good example is the seminars that are attended by people in various professions such as teachers; they get to be updated on the current operating terms and rules (Martin 67). They are trained as a whole since they are a people that share a common characteristic.
Action learning as a concept in training methods is a learning approach that involves small groups of people who set out to work on real problems while learning the elements of the project as they work (Pedler 36). This approach mainly helps in improving the problem-solving process as well as the overall results and solutions that the team comes up with. For example, one might want to learn how to solve a problem, in such a case; an action group is formed where they try solving the problem. Learning takes place during the evaluation of the results.
Clark, Ruth Colvin. Building Expertise: Cognitive Methods for Training and Performance Improvement. 3rd ed. San Francisco: Pfeiffer, 2008. Print.
Jackson, Jeff, and Jon Heshka. Managing Risk: Systems Planning for Outdoor Adventure Programs. Palmer Rapids, ON: Direct Bearing, 2011. Print.
Martin, Vivien. Managing Projects in Human Resources, Training and Development. London: Kogan Page, 2006. Print.
Pedler, Mike. Action Learning for Managers. Aldershot, England: Gower Pub., 2008. Print.
Pew, Richard W. Modeling Human and Organizational Behavior Application to Military Simulations. Washington, D.C.: National Academy, 1998. Print.
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