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Training Systems

Training Systems

Introduction

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.

Lectures

Similar to a school classroom, the session is lead by a “trainer/teacher” who covers a specific topic such as how to use a new computer program.

Audio-visual media & computer-based training

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.

On-the-job training

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.

Technical training

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 & coaching

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.

Outdoor programs

The use of physical and mental activities such as ropes courses or problem-solving tasks that encourage the use of team work