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Business 375: Employee Training Traditional Training week 4 Used once






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Business 375: Employee Training
Traditional Training
Traditional Training
There are different ways of providing trainings and one of the most commonly used
by most organization is the traditional training where in trainings are provided by
an individual without the use of any equipment. Traditional training is pattern in

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accordance to the company’s need as approved by the clients and stakeholders of
the organization. The training should employ the necessary skill needed by the
employees to do their job in the future in response to the needs of the company.
There are three main types of traditional training. The first one is hands on method
of training, and then there is presentation method and the group building method
training. This paper will aim to evaluate the methods we have enumerated and how
good they are if you will be using them. Let us talk first about the first method which
is the presentation training method. Presentation training method comes in two
types as well, the use of lecture and the use of audiovisual materials. When we say
lecture, the trainer does lectures to present the training material and these are
communicated to the trainees’ through spoken words. If there is a large manual that
needs to be discussed in particularly small or controllable group, then lecture is the
most efficient way of providing a training while at the same time it is the cheapest.
This lecture is effective but it depends on the trainees according to Noe (pp. 261).
One of the reasons why it can become ineffective is because trainees tend to become
inattentive and doesn't want to participate during discussions causing the lecturer
to just do a one man job. Sometimes, participants even fall asleep during lectures
hence there is always lack of connection between the trainee and the trainer. As for
the audiovisual training type, training materials are all given through slides, videos
and overheard and trainees are given the right to choose the pace they want to go
through during the audiovisual training. The problem is there are some trainees who
spend more than time necessary to complete their audiovisual materials hence
wasting some of the training time without learning anything. Both lecture and

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audiovisual training methods are okay but is not a practical choice especially if the
company is much concern with the return of income spent from training employees
or new hire (Noe, 2010).
Another training method that can be used is the hands on method where in each
trainee is being checked directly by the trainer. It means that every trainee must
participate during training and be involved, be part of it. If trainees are part of the
training process and are involved, the chance of learning more is better and they
have better information retention because they did the training on their own along
with their trainers. There is difference between a trainee that is just attending the
class for the sake of attendance versus a trainee who works with and participates
during training. Active trainees have more retentive memory. Besides, when trainees
are involved with the process, they become critical thinkers. They get to have a feel
of the actual program while on training hence once they need to apply the new
process onto their job, it is a bit easier for them to do it transfer of knowledge and
application. This is much different if a trainee just went to attend and listen to a
lecture where memory needs to be jogged when needed and the outcome might
possibly nothing ( It is like taking a test where reviewing information is
just retained in the memory and can be easily forgotten. The only problem with
hands-on training is that it might require the training department to have more
personnel to conduct training since everyone needs to be given direct training. The
space needed is also bigger and it can cost more than when the method in use is

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