Training delivery methods|My homework helper

Posted: January 29th, 2023

Training delivery methods: The three major training delivery methods are self-directed study, instructor-led training, and on-the-job training (OJT).

 Self-directed study: Sometimes referred to as self-study, this is a type of training delivery method that gives learners the opportunity to progress at their own pace without the assistance of an instructor. This training delivery method can include training materials and also performance support materials such as job aids that provide step-by-step instructions regarding work tasks. The materials presented may be delivered in a number of ways. The oldest form of delivery is print—the workbook. Video and audio delivery accommodate different learning styles and increase the flexibility of how training is delivered. For example, these may include electronic formats such as MP3s, podcasts, or mobile devices.

· Instructor-led training: This form of training delivery is traditional in a sense that training is delivered

by an instructor to an audience. The setting for the training can be a classroom or conference room onsite. Some organizations may also partner with colleges and universities, training vendors, and trade associations to provide traditional classroom training. The option of the Internet has allowed for training to be virtual. For example, webinars allow individual learners or entire classes to access an instructor from one central location via the web. Some of the learning activities found in instructor-led training are presentations, lectures, readings, case studies, group discussions, and simulations.

· OJT: Managers and supervisors of a given organization will typically provide OJT to employees at the actual work site. The customary practice of OJT is demonstrated below.

o The skill is demonstrated by the trainer to the leaner. o The learner then practices the skill that was demonstrated.

o Feedback is given to the learner by the trainer regarding the learner’s performance. o The learner is then retested.

Often, the learner is given learning aids to support his or her performance after the OJT. These learning aids may include diagrams or process models.

Technological learning tools: Many organizations have observed that technology has allowed them to deliver training more effectively and efficiently. Access to training has been made more equitable due to technology, and it aligns with the way that employees live by allowing them to learn when and where they choose. Technology has also given human resources more control in the administration of training.

There are four types of technological tools we are discussing, including e-learning, learning portals, learning management systems, and mobile learning.

· E-learning: This is the delivery of training that is typically done through electronic media such as virtual classrooms, mobile devices, or web-based learning via a computer. When this method of training delivery is used, instructors are often positioned to moderate discussions, provide feedback, and suggest supplemental resources and activities.

· Learning portals: This is an access point via the Internet and through an organization’s intranet site that provides access to the organization’s database of information and resources pertaining to learning and training. Information through learning portals can be presented from diverse sources in a unified way. Employees have access to learning-related applications, and information can be handled and communicated effectively and efficiently.

· Learning management systems: A learning management system (LMS) is an electronic system that holds suggested curriculum and course content. An LMS may also have certification paths for those needing certification in a given area. The LMS has the ability to manage and track employee registration and completion and many other employee development activities such as career and skill development.

· Mobile learning: There are a number of ways that mobile learning can be defined, but for this lesson, we will define it as content and information that can be accessed via a small, handheld device such as a smartphone or tablet. Many organizations around the globe use mobile learning as a means to deliver training as it provides a degree of equity in training access in remote regions.

As you can see, technology has disrupted the way training is delivered and how employees learn. There are many benefits that organizations can realize by utilizing technology to administer training. By adopting technology in the development of training, technology will continue to shape the ways that organizations deliver training.

Question one

After you have completed your readings for this unit, please list two to three training delivery models you have been exposed to. Then, answer the questions below.

1. What new knowledge, skill, or ability (KSA) did you learn?

2. Was the training delivery model effective in learning the KSA? Please give an explanation of why it was or was not.

3. How do you think the training delivery model could be improved to enhance learning?

Your journal entry must be at least 200 words in length. No references or citations are necessary.

Question two

Reflect on a time when you participated in a training or classroom experience where the material did not fit your learning style. As a training developer, how could you make sure that you were equally covering the different learning styles and not just concentrating on how you learn best?

Your journal entry must be at least 200 words in length. No references or citations are necessary.

Question three

Many of the competitive capabilities that organizations hold today rest in the knowledge that organizational members possess (e.g., employees). What do you think is the strategic importance of knowledge management? Discuss the challenges that organizations face when implementing an effective knowledge sharing strategy.

Your journal entry must be at least 200 words in length. No references or citations are necessary.

Question four

Reflect on which approach suits you best when retaining knowledge—cognitive or behavioral. Explain your choice. How do you think organizations can apply the cognitive and behavioral approaches when designing and delivering training to meet the needs of more employees?

Your journal entry must be at least 200 words in length. No references or citations are necessary.

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