Paste your Introduction
A key to success is proper and timely training. Training methods may vary based on the individuals being trained and the aim of the training. Organizational training can be done in two ways: on the job training and off the job training. On the other hand, Blended Learning is a modern method of training, which trains the learner irrespective of the distance in terms of time, person and place between the trainer and the trainee. Like training, there are multiple types of Learning Methods too. Different methods of learning aim at achieving the goal in varied ways. All of these different methods of training and learning ultimately aim at enhancing individual skill and productivity.
Discussion
On the Job training methods
In an organisation, the employees may be trained while on the job or while off the job. On the job training is training the employees while they are working. Peers or respective managers of the organisation conduct this type of training. It is a cost effective method of employee training as it does not require external trainer and the trainees may be trained while they are working for the organisation. It may simply be tagged as learning while earning.
Coaching
One of the widely used on the job training methods is coaching. Coaching is provided to the employees to make them more efficient in their responsibilities and establish deeper understanding with the job. Researchers have considered coaching as a critical aspect of management and competency of the employees.
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Through regular coaching, the employees can be updated about the recent developments in the work related atmosphere of the organisation and it also contributes in establishing effective relationship with the employees. Coaching ensures seamless movement of information between the different organisational levels of an organisation. There are different models of coaching that can be adopted by the organisations to train their employees while they are at work. Different models of coaching aim at achieving the same goal in the varied ways and hence apply various methods when coaching the persons (Jones, Stephen, & Yves, 2016).
GROW Model: There are four steps of coaching following the GROW model of coaching. At the first place the goal of the coaching session has to be identified. In this step the coach should understand the needs of the individuals who are being trained. The second step is the understanding of the reality of the employees. Before starting the coaching process, the management must understand where the employees lack in. The third step concerns with the feasible options of solving that particular problem. The final step of this method of coaching is reviewing the achievement gained in the whole process and determine about the individual actions.
OSKAR Model: OSKAR model of coaching elaborates the process and aim of coaching in a more descriptive and to the point manner. The outcome is determined at first, which is not only the aim of the coaching program, but also the desired changes among the employees once they pass through the coaching process.
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A scale of achievement has to be set secondly and the success of the session will be measured in that. The identification of the resources available and needed for the coaching process is very significant. The affirmation of the individual strengths, weaknesses, and taking the needed action to further advancement in the skills come afterward. Reviewing of the coaching process comes at the end where the effectiveness of the whole process is judged.
CIGAR Model: The CIGAR model of coaching assesses the current reality of the state of the employees at the first place. The second step of this model involves the identification of the ideal state of efficiency that the employees are expected to achieve after the coaching process. This particular model also tries to find out the barriers between the employees and the ideal state that the organisation intends to reach. The action in this model is the activity that the coaching session takes to achieve the ideal state. The final step of this model is to review the outcomes of the coaching session and help the trainees to improve their efficiency in future.
Off the Job training methods
Off the job training, on the contrary of on the job training is conducted outside the working environment. In this kind of training, the trainees are provided with adequate study materials and the learners are given ample freedom of expression. A learner in this method is allowed to give full concentration on the training process and he or she has no other distractions.
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Simulation Exercises
One of the most effective off the job training methods is simulation exercise. Simulation exercise is weathering the trainees in an environment artificially created to be exactly similar to the actual working environment. In this kind of training the trainees are allowed to experience the actual working situation while they are actually having the training. Trainees are effectively introduced to the original working process and are efficiently trained to handle real situations.
Management Games: Management Games ingrain positive thinking, situation-controlling capability; taking decisions even without proper information and infuses team culture among the trainees. It also teaches them the importance of teamwork. This can be helpful in training the trainees in applying the knowledge in work related situations. Different types of games are used to train different levels of employees.
Case Study: A complex type of off the job training is learning through participating in case study solving. In this process, the trainees are given certain situation and are expected to solve that using their theoretical knowledge. In this process of training, the learners can learn to bridge between theoretical knowledge and practical knowledge. Skills like communication, problem solving and learn to enjoy the work are infused into the learners in this process of training.
Role Playing: In role-playing the trainees are left with situations and are expected to study the impact of public action on the world and the impact of their action on the public. This method allows the learner effectively understanding the real world. They also learn that there are no single right and right decisions may vary situation to situation.
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In-basket Training: In this type of off the job training the learners are given different sets of business papers including email, memos, reports and many other items. The trainers teach the trainees to prioritise the decisions to be taken on the basis of those inbound information and are taught to delay the less important one.
Blended Learning
Blended learning otherwise known as hybrid learning or mixed model of learning implies the method of learning where the students learn through newer technology based channels as well as traditional schoolroom methods. Generally, in a blended type of training the students may attend the classroom and learn their lessons from technology based sources such as online materials within or outside the school time. To put it simply, blended learning is possible when the technology based learning process will go parallel to the in-person learning and the students will be benefited from both of them.
Blended learning will require the institutes to bring in certain changes in the structure and the technical advancement level. Many institutes have registered a slow implementation rate as they lack the readiness to implement it in the institute. Another reason may be the inadequate funding required for implementing this kind of training process. The traditional structure of the training institutes poses another hurdle in the implementation process of blended learning method. The schools will require rescheduling their timing and they might be forced to rethink about the typical structure of a school day.
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There are ample debate present about the usefulness and disadvantages of blended learning. Maximum of which is due to the different level of execution of the process with proper technological help. The supporters of blended learning have argued that in this process the learner enjoy two channels of learning and can be benefited from both of them. It is also argued that the learners are allowed to have close attention of the teachers in this method of learning. The supporters of blended method of learning also put that this kind of teaching process closely resemble the modern workplace culture and hence, make the learners market ready. Different methods of training and theories of learning help the institute and the organisation to choose the most suitable one to meet the need of the trainees.
On the other hand, the critics of blended learning put forward the disadvantages such as the credibility of online teaching programs. These programs are so student friendly that the critics are sceptical about its standard comparing to traditional learning. Another negative perception about blended learning is that in it the students can while away their valuable time by chatting over the social media.
Learning Theories
The set of principles, which explain the way of acquiring, retaining and recalling the knowledge of an individual is termed as Learning Theories. The study of the different theories of learning will enable one to understand how the process of learning occurs.
Constructivism
Constructivism theory of learning is constructed on the concept that each one of us individually constructs our perspective of the world. This perception is based on the former experience of the learner and his or her internal knowledge. Learning, according to Constructivism, is depended on how an individual interprets the experience and extracts meaning from them. Constructivism asserts that learning for different people is different as they interpret the experience on the basis of their unique perception.
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Learning Process: The study of Constructivism surfaces; the process of learning is the construction of new ideas using past experiences of a learner. The individual mental models of the learners help them to extract meaning from their experiences. Based on the meaning extracted from our past experiences learners resolve conflicts and express their views on any theoretical explanation. Therefore, learning is simply the process of adjustment of individual mental models, accommodates new knowledge, and experiences within this.
The Constructivism theory of learning is focused on making trainees able to respond to problems. A successful implementation of constructive theory of learning the learning will have to gain adequate knowledge base and interpret those efficiently. One important aspect of Constructivism is, outcomes are never similar because each learner interprets the problem on the basis of the individual set of experiences and the mental model of the learners are also different.
Example of application:
A. Constructivism is largely applied in the studies of cases. As individual case requires different set of experiences and the mental model of the learner has to evolve accordingly, constructive theory of learning will be an effective way to study cases.
B. In the completion of research projects, constructive theory of learning will prove to be helpful.
C. In the problem-based learning, the learners are expected to analyse the problem from their distinct perspective and hence Constructivism may be easily applied in this.
D. Learning through group work also finds a constructive learning as an efficient tool. Learners share their experiences and try to extract the best meaning out of them and thus solve the task in the best possible way.
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Cognitive Information process
Cognitive Information process also known as Cognitivism is based on the study of what is going on in the mind of the learner. In contrary to Behaviourism, it is not focused on the changes that take place in the behaviour of the learner but on the other hand, it asserts on the changes taking place in the mind of the learner (Ertmer & Newby, 2010). Cognitive considers the changes in the external behaviour of the learner as an indication of what is occurring in the mind of the learner. The theory of Cognitive Process of Learning is based on the conception that human tends to process the information in their mind rather than only reacting to the external stimuli. In this process, some changes occur in the mind of the learners but those are sidelined as mere indicator of the ongoing in the mind of the learner.
Learning Process: The process of learning according to the theory of Cognitive Information process goes through the internal information processing of the learner. It occurs when the learner takes active part in the endeavour of understanding the information and in the processing of the given information to achieve the desired result. In this process of learning, the learner is expected to link the new learning’s with the existing knowledge present in the mind of the learner. In this particular learning method the importance is always on the internal process of the learner rather than the external response of the learner to a certain situation.
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The ongoing mental process within the learner obviously brings out some external observable reactions, but cognitivism does not pay heed to that instead it is concerned about the internal process. In this process, the behavioural changes are utilised as external indicators of the internal change of the learner. This type of learning process involves the recognition of the collected experiences by acquiring insight or by altering the existing experiences. It may be summarised that according to Cognitive Information Process learning is characterised by the change of knowledge and not by the changes visibly taking place in th4e external behaviour of the learner.
Example of application:
A. Classification of bulk information will require the application of Cognitive method of learning.
B. Cognitivism may be utilised in the linking of various concepts and associating newer ideas in the existing store.
C. Cognitivism may also be useful in structuring a particular subject such as lecture in an efficiently meaningful way.
Conclusion and Summary
The whole essay has focused on the various types of training and the methods used in the training process. Training has been classified based on their conduction place. On the job training is conducted in the workplace along with the work. On the other hand off the job training is conducted out of the workplace in a free environment. Another significant type of training called as Blended learning has also been elaborated with all its aspects. The observations of the supporters and the critiques of this method of learning have been reflected in this essay.
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Learning theories have also been discussed in this essay with an insight to Cognitivism and Constructivism theory of learning. The components of these types of learning and the processes of learning have also been pointed.
Training is a vital activity in the society and in any organisation to improve the state of efficiency of the members. The varied rage of ways of training are utilised to satisfy the needs of different sets of individuals and organisations. Different methods of training and theories of learning help the institute and the organisation to choose the most suitable one to meet the need of the trainees. Organisations should be wise when choosing the appropriate method of training or learning method in the organizational training program. The study has also showcased the necessity of upgrading the mindset of the society to implement a new training method.
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