Which training method to choose?
31 March 2006
Read by 1812 persons
Training methods are as numerous as they are different. Due to the evolution of technology, new methods appear regularly.
To cover them all, it is useful to group these methods into categories. There are several ways of categorizing training methods, but we can retain the one by Wayne F. Cascio. This author proposes three categories of methods: those focused on cognitive function, those called simulation, and finally on-the-job methods.
When the employee needs to acquire new knowledge, new intellectual skills or new attitudes, methods based on cognitive function are the most effective. This category includes approaches such as presentation using a presentation or a conference, programmed learning, correspondence courses, e-learning, films and videos, reading groups, observation or the use of interactive CDs.
When the employee needs to acquire new technical skills and the execution of tasks involves risks to their safety or that of their colleagues, the machinery and tools used or relations with customers, it is preferable to use training methods calling for the same skills as those required by the task, but while placing this learning in a controlled environment. This category of training methods includes methods such as case studies, role-playing, group discussion, as well as computer simulation and games.
When the employee needs to develop their problem-solving and decision-making skills, teamwork and environmental analysis, it is preferable to proceed with skills development by placing the employee in front of reality and its constraints. This category of methods includes methods such as the employee integration period, workshop training, the apprenticeship system (coaching) and job rotation.
CHALLENGE HEBDO From Saturday March 18th to Friday March 24th, 2006
To cover them all, it is useful to group these methods into categories. There are several ways of categorizing training methods, but we can retain the one by Wayne F. Cascio. This author proposes three categories of methods: those focused on cognitive function, those called simulation, and finally on-the-job methods.
When the employee needs to acquire new knowledge, new intellectual skills or new attitudes, methods based on cognitive function are the most effective. This category includes approaches such as presentation using a presentation or a conference, programmed learning, correspondence courses, e-learning, films and videos, reading groups, observation or the use of interactive CDs.
When the employee needs to acquire new technical skills and the execution of tasks involves risks to their safety or that of their colleagues, the machinery and tools used or relations with customers, it is preferable to use training methods calling for the same skills as those required by the task, but while placing this learning in a controlled environment. This category of training methods includes methods such as case studies, role-playing, group discussion, as well as computer simulation and games.
When the employee needs to develop their problem-solving and decision-making skills, teamwork and environmental analysis, it is preferable to proceed with skills development by placing the employee in front of reality and its constraints. This category of methods includes methods such as the employee integration period, workshop training, the apprenticeship system (coaching) and job rotation.
CHALLENGE HEBDO From Saturday March 18th to Friday March 24th, 2006
