The Training Methods Used to Deliver Training - Essay Example

? Human Resource Management Executive Summary The various training methods used by managers and supervisor to deliver training among their trainees include: on job training, discussion/lecture method, mentoring/coaching, case study, simulation as well as technology based training method. On job training method provide employees with an opportunity to advance their skills when still working for the company. On the other hand, discussion/lecture method provides managers with an opportunity to administer training to a large group of employees. However, this method has been reported to be ineffective because it deny trainees with an opportunity of interacting directly with their experts. Coaching /mentoring is a method that involves an expert in a particular field who is responsible for administering training. Case study method provides trainee with an opportunity to identify and discuss key issues in the work place to see the areas that may require some improvements. Simulation method entails imitation of the actual work experience where trainees are given a chance to try out and learn by performing the actual task. Finally, technology based training involve utilization of various technological devices to learn. Therefore, managers have been recommended to apply the above methods of training but more emphasis should be placed to coaching and technological based training methods because they have proved to be very effective. Further, managers should apply the four key steps of delivering a training program in order to meet trainees’ individual needs as discussed. Introduction Human resource manager play a significant role towards ensuring that training methods have brought success. Normally, human resource managers design various training programs and administer them to employees in order to increase their efficiency and achieve organisation goals/objectives. Human resource manager further employ a combination of group and individual methods to improve employees’ performance as well as to increase their efficiency. In above connection, human resource managers administer various training methods with an aim of increase organisation productivity. On the other hand, training methods being administered may be help to motivate employees to direct their efforts towards realization of organisation goals (Thompson, 2013). Further, training methods provide employees with growth opportunities whereby, employees can be in a position to execute their task more efficiently and effectively. Therefore, human resource manager should carry out an evaluation to see whether the various training methods administered were effective. However, if a training method was not effective, the manager may decide to make necessary improvements to ensure that training method has brought success. In addition, effective training methods may not only be beneficial to employees and organisation but also to the supervisor. This is because an effective training program minimizes the time that supervisor could have spent in supervising employees and hence, does not have to worry since employees are competent with their job (Bianca, 2013). Therefore, this study aims to provide a review of the training methods used to deliver training. Review the training methods used to deliver training Human resource manager is responsible for choosing the training method used to delivering training among his/her employees. However, various factors should be taken into consideration in order to ensure that the method of training utilized meets employee’s needs. Some of the factors that human resource manager should take into consideration when choosing a method of training to be applied include: manager should consider whether the available time will be adequate to cover all the training topics. Secondly, employee’s knowledge should be taken into consideration because not all methods of training can relevant. Some methods might be too technical to some employees while other may appear to be irrelevant. Therefore, the manager/supervisor should carefully select a training method based on employees’ level of knowledge. The third factor that the supervisor/manager should take into consideration is the materials and aids to be used when administering training. Training material should be carefully selected so that only relevant information can be communicated. Failure to select and apply proper training materials may render a training method ineffective. The fourth factor involves the size/the number of employee to be trained should be considered because some training methods may be unsuitable especially when a group is too large (Agriculture and Consumer Protection, 2013). The various methods of training used to deliver training include: On job training, discussion/lecture method, mentoring/coaching, case study training method, simulation and technology based training to mention just but a few. On job training provide employees with an opportunity to advance their skills while still working for the company. For example, a company may decide to allow employees to learn by themselves while still working. Additionally, the company many decide to cater for the cost of training to develop a particular talent. Discussion /lecture training method. This method provides managers with an opportunity to administer training to a large group of employees. However, this method has been reported to be ineffective because all employees may not have a chance to clarify unclear issues. The other method of training involves coaching/mentoring. Under this method, an experienced professional/an expert in a particular field may be involved to administering a training program (Bianca, 2013). Coaching/mentoring method has been reported to be very effective because it provides trainees with an opportunity to ask question and get immediate and correct answers from an experienced professional. Unlike like discussion/lecture method, coaching method provide employees with a chance to obtain some special skills from an experienced professional. Human resource manager may also utilize case study training method. In addition, coaching/mentoring provide a worker/a trainee with an opportunity to identify and discuss key issues in their work place. Case study method provide trainees with an opportunity to develop some special skills such as; problem solving skills, analytical skills to mention just but a few. This method has been reported to be very effective in creating cohesiveness and a strong working team because all issues are tabled and discussed openly. On the other hand, simulation method of training involves imitation of the actual work experience whereby trainees are given a chance to try out and learn by performing the actual task. Technology based training is another important method that can be employed to learn via utilization of various technological devices such as computers, CD-ROM as well as utilization of websites that provide training programs (Thompson,2013). There are four key steps that should be followed when delivering a training program that meet trainees’ individual needs. The first step may involve worker (s) preparation. This means that human resource manager should clearly state the objectives of training as well as stimulate the worker to learn the job. The second step involves administering a training program to the worker. However, care should be taken at this step by ensuring that the worker is taught what he/she can accommodate because too much information may confuse employee and hence, making the training to be ineffective. The second step involves providing the worker with an opportunity to perform as the manager correct his/her mistakes to see whether the training has been effective. This step may help human resource manager to know whether a training method was effective. In addition, the supervisor/ human resource manager administering the training should ensure that an employee understand the job as intended. Finally, the fourth step involves following up what the worker is doing to determine whether there are some improvement in the employee performance whereby, if there were no improvements, human resource manager may change the method of and apply another one to see whether the productivity of a worker will improve (Thompson, 2013). In above connection, the identification of training needs help in the evaluation of training because it provides the basis of any successful training program. Through identification of a training need an organisation can be in a position to channel resources towards a specific area where training is required. Identification of training needs helps to avoid wastage of resources by ensuring that only the necessary areas that require training are covered. Training needs identification also helps to ensure that most urgent needs are addressed. Additionally, for a training to be effective, proper planning, coordination, organising and analysis should be in place. Some of the steps that a manager should follow when carrying out a training need assessment include: determining the benefits that will be obtained when carrying out training assessment, proper planning should be established and finally actual assessment should be carried out. This means that identification of training needs will help in the evaluation of training program because the gap(s) between the actual performance and expected performance will be identified. This will further help to carry out necessary improvements (Human Resource.Com, 2013). Summary/Conclusions Human resource manager play a significant role in choosing designing various training methods to be administered to the employees. However, prior administering any training managers must identify the employees training needs to determine the most appropriate method of training to be employed. After training needs have been identified, the manager may design various training programs and administer them to their employees to increasing their efficiency and productivity. In addition, human resource managers may employ a combination of both the group and individual training methods to improve employees’ performance as well as increase their level of efficiency and competence. Moreover, human resource managers administer various training methods with an aim of motivating their employees as well as providing them with some growth opportunities. In above connection, managers should take into consideration the various factors when designing a training program to be applied in order to meet employee’s individual needs. Among the factors that are taken into consideration include: time that will be taken administer all the topics of a training program. In addition, manager should consider employees level of knowledge and materials to be used when administer training. Moreover, the cost and the number of employees should be taken into consideration for a training to be effective. The various methods that may be administered include; on job training, discussion/lecture method, mentoring/coaching, case study training method, simulation and technology based training method. There are four key steps that should be followed when delivering a training program that meet trainees’ individual needs. Among those factors discussed include: worker (s) preparation, administering a training program, providing a worker with an opportunity to perform as the manager correct his/her mistakes and finally, following what the worker has been doing to determine whether a training program was effective or not. In case a training method was not effective, manager should consider modifying their training technique or apply another training method. Recommendations Therefore, I would recommend my employers to implement the various training programs discussed. Among the most effective training methods I would recommend them to adopt include: on job training, discussion/lecture method, mentoring/coaching, case study training, simulation and technology based training methods. However, more emphasis should be placed case coaching and technological based training methods. This is because coaching method provides workers with an opportunity of asking question and clarifies all unclear issues from the expert. On the other hand, technology based training method enables employees to keep in touch with globalization as well as civilization. This in turn helps to increase employee’s efficiency and their productivity. Further I would recommend employers to follow the four key steps when delivering a training program that meet trainees’ individual needs. Preparation of trainees, administering training, providing trainees with an opportunity to perform task as manager correct the mistakes and finally follow what the trainees are doing to see whether a training method applied was effective. Further, I would recommend my employers to identify employees training needs prior administering any form of training. Reference List Agriculture and Consumer Protection. (2013). Principles and Methods of Training. Food and Agriculture Organisation of the United Nations. Retrieved: on 14th December 2013. Bianca. A. (2013).Human Resource Training Methods. Retrieved :< http://www.ehow .com/list_6789276_human-resource-training-methods.html> on 14th December 2013. Human Resource.Com. (2013).Communities Training and Developments. Retrieved :< http://www.hr.com/en/communities/training_and_development/list-of-training-methods_eacwezdm.html> on 14th December 2013 Thompson.S. (2013).Human Resource Management Training. on 14th December 2013. Read More