Training Methods Discussion:
There are several instructional methods and activities that can be used to deliver training. As a trainer, you should have a broad awareness of different kinds of instructional methods so that you can recommend and utilize the most appropriate solutions for the specific learning objectives.
List and describe three types of training methods. What type of activity is it? What types of activities precede and follow it? What learning style(s) does this activity accommodate? What adult learning characteristics does this activity incorporate? Discuss the pros and cons of each method. Lastly, using Bloom’s taxonomy, create a training objective for each instructional method. Be sure to consider the specific skills and knowledge to be learned in the training in order to appropriately apply each instructional method.
Your initial post should be 250 to 300 words. Use this week’s lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Respond to at least two other posts regarding items you found to be compelling and enlightening. To help you with your reply, please consider the following questions:
- What did you learn from the posting?
- What additional questions do you have after reading the posting?
- What clarification do you need regarding the posting?
- What differences or similarities do you see between your initial discussion thread and your classmates’ postings?
- Ask each other questions about why the specific training methods were selected.
- How do the types of training methods selected by your classmate apply to other learning style(s)?
- Analyze your classmates’ training objectives. Do the learning objectives describe the key conditions, observable performance/behavior, and set the standard for performance? What modifications would you suggest to ensure that trainees understand the expectations clearly?
Your reply posts to Donald should be a minimum of 150-250 words each.
Reply to Donalds post:
Three types of training methods that I will talk about are: Instructor-led training, computer based training, and simulations and games training.
Instructor-led Training- Instructor conducts a lecture with audience participation throughout the lecture. Trainees who listen and are great note takers will enjoy this training. Q&A sessions followed by brief quizzes to see if everyone was paying attention at the end of the lecture.
Computer Based Training- Trainees can focus on what materials they are learning by having a computer in front of them. There are people that learn better when they aren’t around others trying to learn at the same time. Many activities can come from learning on a computer. This helps trainees by being able to listen, see and create (or hands on) to maximize their learning potential.
Simulations and Games Training- When trainees role play they are put in real life job situations with real life problems and solutions they must come up with to fix the problem. If trainees dont get along the trainer has to continue with mixing up the group so everyone can take a turn on each position of the role play. This a great for hands on types of learners, they are able to see and feel what they are learning.
For the trainees that read and follow along well the instructor-led and computer based training is perfect for them to learn about their job. Vani, G. (2014) states that,” for smaller groups, case studies come in handy because they make the trainees aware of what can happen in the workplace and the best way to handle it”. The use of using any visual aids for the instructor-led and computer based training will be fun and with the use of creating videos they will all be able to analyze each others work which is the analyzation stage. Prioritizing what they have learned through the three steps will be applied after analyzing. After applying what they have learned, the trainees should be able to converse with each other about everything. This is where the understanding phase comes in, they can act out or show what they have learned. Finally, remembering what they were taught.
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.
Vani, G. (2014). Use of Role play and case study in off the job training: A comparative analysis. Review of HRM, 3 225-227. Retrieved from http://search.proquest.com/docview/