Corporate Training managers must provide possibilities for further training and advancement to create a happy, productive workforce. Unfortunately, a large number of employees and managers regard training as tedious or superfluous. Let’s face it: corporate training can be tedious, but only when you choose the wrong forms of training for the topic or problem at hand. When you can connect the different types of employee training to the needs of your employees, you can ensure that they absorb the knowledge they require in a manner, which is perfectly customized to their gap areas.
Training with an instructor
Corporate training in a classroom with a teacher presenting the subject is known as instructor-led training. This approach can be a very effective way to train employees, especially for more complex topics. Instructors have two options — revert to specific queries from employees or guide them toward more resources. Additionally, they allow highly qualified trainers to personalize the training level and style as per the present personnel.
Employee training is delivered through a digital platform, such as an Learning Management System, which uses online videos, quizzes, and courses. Employees can either finish their modules on their company-provided computers or at their own pace or place, via a smartphone.
Online learning is one of the most straightforward employee training formats to scale up, especially for firms that employ remote personnel or those, which display a high turnover rate. It can also go a long way toward keeping your staff involved with the training through interactive games, tests, films, activities, or even gamified components.
Employee simulation training
The most common simulation training method is to use a computer, augmented reality, or virtual reality equipment. It’s true that there are some upfront costs involved in purchasing the software or technology. However, simulation training is the perfect alternative for individuals working in high-risk or high-stakes environments. Simulator training is commonly used for pilots and doctors, but it can also benefit other employees.
Any experiential corporate training that focusses on the unique needs of the employee is considered hands-on training. It takes place right on the job. Hands-on training guides learners in an effortless transition into new or existing roles while also helping them in honing their current skills.
Coaching and mentoring are comparable to hands-on training. These two methods concentrate on the exchanges between an employee and a more experienced professional — supervisors, coaches, or veteran employees.
The one-on-one mentoring methodology induces a personal bond among employees, which crosses the borders of the classroom. Additionally, it enables learners to raise queries that they might not be comfortable enough in addressing in a classroom setting, conducted by an instructor. This instruction format can be either executed in person or digitally through online coaching sessions.
Lecture-style training can be an invaluable resource for efficiently disseminating essential information to a broad employee population.
However, only apply this form of employee training on a limited basis. According to HR.com: “It has been said to be the least effective of all training methods. In many cases, lectures contain no form of interaction from the trainer to the trainee and can be quite boring. Studies show that people only retain 20 percent of what they are taught in a lecture.”
Discussions and activities in groups
Group discussions and activities are the perfect training choice for a targeted segment of employees. It enables numerous employees to train simultaneously in a setting that is more conducive to their present departments or groups. Instructor-led conversations and exercises are possible along with online prompts that a supervisor later checks. This format of staff training is ideal for issues that demand a collaborative approach to reach a solution.
Employee training is only practical when it is meaningful and entertaining, according to PlayAblo. You should always begin at the inception and take into account the best types of training methods for your workforce — while considering the specific needs and resources. Once you’ve done so, you’ll be able to offer rich learning opportunities for your staff that will both empower and engage them.