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the six methods of training are all very effective if applied to the right people and for a well set expected outcome.For example it can be unreasonable to expect a machine controller employee of a factory to completely understand a concept through an audio based -media system,they would however require the mentoring or technical training system application for effective results .The training system to avoid lose requires the HR 's full attention and sharp judgement skills including a high level of well knowing functionality of the organization and employees.
Audio visuals are more common. Lectures can be costly.
system of training includes lectures audio visual, on the job, technical training and mentoring or coaching
According to the heading there are many different ways or methods that can be used to improve on the skills and knowledge of the employees on the use of machines and other means for the success of the organization.
Mentors are generally internal whereas some companies prefer to outsource training.
Although these terms are often used interchangeably, reward and recognition systems should be considered separately. Employee reward systems refer to programs set up by a company to reward performance and motivate employees on individual and/or group levels. They are normally considered separate from salary but may be monetary in nature or otherwise have a cost to the company. While previously considered the domain of large companies, small businesses have also begun employing them as a tool to lure top employees in a competitive job market as well as to increase employee performance. As noted, although employee recognition programs are often combined with reward programs they retain a different purpose altogether. They are intended to provide a psychological rewards a financial benefit. Although many elements of designing and maintaining reward and recognition systems are the same, it is useful to keep this difference in mind, especially for small business owners interested in motivating staffs while keeping costs low.
When the company train to their employee, must be arranging and systematically about the training. The heading already showed, there are many different ways or methods that can be used to improve on the skills and knowledge of the employees the use of machines, job designed, tasks and other means for the success of the organization. The company and HR manager should decide what type of training to use and how to evaluate the effectiveness of the training can fit with their employees because the advancement of technology things are changing every day, so that a good training system in an organization is the only way to catch up.
The company has two biggest concerns: what type of training and the effectiveness of the training for the company.
Does a company adapt to training systems which are beneficial to the services they offer?
Training for employees is always a good thing. It's part of keeping your employee informed, keeping their skills and the business up to date, and helps gain or keep loyalty by ensuring they are part of the team. It's not always provided by using technology or group sessions. Larger businesses of maybe 200+ employees will usually have the money to use technology and have a big enough space for a group or mass session. Most smaller businesses may send their employees offsite to receive their training if it must be provided with hands-on and other equipment. Otherwise, it could save money to be provided onsite by the leadership or subject matter expert, if it's something that can be taught one on one or small group session while briefing using charts or other visual aids, like pamphlets and brochures.
Two of the largest issues that a company faces with developing these training systems are: (1) what type of training to use, and
(2) how to evaluate the effectiveness of the training.
It is important that these training systems and evaluation procedures remain in-line with the culture and policies of the rest of the company. Below is a partial list of common training systems.
Similar to a school classroom, the session is led by a “trainer/teacher” who covers a specific topic such as how to use a new computer program.
With the advancement of technology, companies can invest in video, audio and computer based learning such as instructional tapes, recorded lectures or “podcasts”, or computer materials such as Flash presentations. The benefit of these methods is that they are relatively inexpensive and can be utilized by the employee at their discretion.
A training method that relies on the employee to recognize the skills and knowledge he or she will need as they perform their work, and then develop those skills on his or her own.
Specialized training that focuses on a specific need of specific employees. This typically applies to manufacturing based companies in relation to training their employees on the machinery and methods used.
Mentoring systems pair a younger or less experienced employee with an individual that has experience and success within the company who can offer guidance, aid and insight to the younger/less experienced employees. Coaching systems are slightly different. They involve the manager offering developmental assistance to the employee through observation, assessment, providing feedback, questioning, etc.
The use of physical and mental activities such as ropes courses or problem-solving tasks that encourage the use of team work.