Types Of Training Methods In HRM | 14 Popular Types Explained

0 min read

Employee training is imperative for any organization's success. By providing employees with the needed skills and knowledge, organizations can enhance productivity, improve performance, and foster a culture of continuous learning.

Various types of training methods are available to cater to the unique needs of individual employees. From classroom training to on-site training, each method offers its benefits and advantages.

There are broadly two training categories—on-the-job training and off-the-job training. Each category further has different types of training methods.

Read ahead to understand these categories, their types, and how to pick a training method.

Types of Training Methods

On-the-Job Training

On-the-job training (OJT) is a type of training method that focuses on providing practical experience and knowledge to employees directly in the workplace. It involves learning by doing, where trainees acquire the necessary skills and knowledge while performing their actual job tasks.

The purpose of OJT is to bridge the gap between theoretical learning and real-world application, allowing employees to develop competence and confidence in their roles. Employees gain skills and knowledge under the guidance of a supervisor or mentor. Moreover, on-the-job training encourages collaboration among peers through peer mentoring or shadowing programs.

This type of training also promotes active learning through observation, practice, feedback, reflection, and repetition. Trainees have the opportunity to observe experienced professionals performing tasks correctly while receiving immediate feedback on their performance.

Common examples include job shadowing, coaching, and hands-on practice.

Off-the-Job Training

Off-the-job training refers to training that takes place outside of the employee's regular work environment. This can take place before an employee starts working (e.g., onboarding) or throughout their employment for further development.

Off-the-job training allows employees to focus solely on learning new skills or knowledge without the distractions of their daily work responsibilities. It can be a valuable way for employees to develop professionally and enhance their expertise in a particular area.

Additionally, off-the-job training can provide a change of scenery and perspective, which can help employees approach their work with fresh ideas and renewed motivation. Overall, off-the-job training can be an effective way to invest in employee development and improve overall performance within an organization.

Examples include classroom lectures, eLearning modules, simulations, and case studies. This type of training often involves workshops, seminars, conferences, online courses, or any other form of training that is conducted away from the workplace.

Additional Types of Training Methods

Collaborative Learning:

• Group Discussions: Encouraging interaction and knowledge sharing within a group.
• Team Projects: Working collaboratively on a project to develop teamwork and communication skills.
• Peer Learning: Employees learning from each other through knowledge exchange.

Modern Methods:

• Microlearning: Short, focused learning modules on specific topics.
• Gamification: Incorporating game-like elements to make learning more engaging.
• Mobile Learning: Delivering training content through mobile apps for on-the-go access.

Let’s now study the individual types of training methods in detail.

On-the-Job Training Methods (Learning by Doing)

Job Shadowing

• Description: A trainee observes a more experienced colleague performing their job duties. This allows them to see firsthand how tasks are accomplished and gain a deeper understanding of the role.
• Benefits: Provides a realistic view of the job, helps develop observational skills, and allows the trainee to ask questions in a real-world context.
• Drawbacks: Learning is limited by the availability and expertise of the shadowing colleague.

Coaching/Mentoring

• Description: A more experienced employee (coach or mentor) provides one-on-one guidance and feedback to a trainee. This can involve regular meetings, discussions, and on-the-spot coaching during task execution. Coaches offer valuable insights based on their own experiences, share best practices, and provide constructive criticism when necessary.
• Benefits: Personalized learning experience, targeted feedback, and the opportunity to build a strong relationship with a mentor.
• Drawbacks: Effectiveness relies on the coach/mentor's skills and availability.

Hands-on Practice

• Description: The trainee gets involved in performing actual job tasks under supervision. This allows them to learn by doing and apply theoretical knowledge in a practical setting.
• Benefits: Develops practical skills and builds confidence, allows for immediate practice and feedback.
• Drawbacks: Requires close supervision and may involve risks if the trainee performs complex tasks without proper guidance.

Rotation Programs

• Description: Trainees move through different departments or areas of the company over a set period. This allows them to gain broad exposure to various functions, roles, and responsibilities.
• Benefits: Provides a well-rounded understanding of the organization, helps identify areas of interest, and allows for skill development in different areas.
• Drawbacks: Can be disruptive to ongoing projects and may require additional training for each new rotation.

Off-the-Job Training Methods (Structured Learning)

Classroom Lectures

• Description: An instructor delivers a presentation on a specific topic, often using slides, handouts, and visual aids. This provides a structured introduction to new concepts and knowledge.
• Benefits: Efficient way to deliver information to a large group, allows for clarification through questions and discussions.
• Drawbacks: Can be passive and less engaging and may not cater to diverse learning styles.

eLearning

• Description: Online courses and modules that offer interactive learning experiences. These can include multimedia elements, quizzes, and activities, allowing for self-paced learning.
• Benefits: Flexible and convenient, caters to diverse learning styles through interactive elements, allows for progress tracking and record keeping.
• Drawbacks: Requires access to technology and may lack the personal interaction of instructor-led training.

Case Studies

• Description: Analyzing real-world scenarios or business challenges. Trainees discuss the situation, apply relevant theories, and develop solutions.
• Benefits: Develops critical thinking and problem-solving skills, allows for applying learnings to real-world situations, promotes discussion and collaboration.
• Drawbacks: Requires a facilitator to guide the analysis, case studies might not be directly relevant to all job roles.

Simulations

• Description: Replicating real-world work situations in a controlled environment. This can involve software simulations, role-playing activities, or virtual reality experiences.
• Benefits: Provides a safe space for practicing skills and decision-making, allows for learning from mistakes without real-world consequences. Provides immediate feedback, enabling participants to learn from both successful outcomes and mistakes. This iterative process helps individuals refine their skills over time.
• Drawbacks: Costly to develop and implement, simulations may not fully replicate the complexity of real-world situations.

Read all about simulation training here.

Role-Playing

• Description: Trainees take on specific roles and act out scenarios to practice communication, negotiation, or conflict resolution skills.
• Benefits: Develops interpersonal skills, helps trainees understand different perspectives, and allows for practicing difficult conversations in a safe environment.
• Drawbacks: Requires active participation from trainees, can feel uncomfortable for some individuals.

Guest Speakers

• Description: Industry experts or professionals are invited to share their knowledge and insights on a specific topic, bringing fresh perspectives and real-world experience.
• Benefits: Provides exposure to different viewpoints and industry trends, allows for audience questions and interaction with experts.
• Drawbacks: The availability and cost of guest speakers may mean that presentations may not be tailored to the specific needs of the training program.

Apart from the major types of training methods discussed above, there are some less common but important types. Let’s study these in detail.

Microlearning & Mobile Learning

Microlearning

Microlearning is an e-learning approach that delivers bite-sized learning modules, typically ranging from a few minutes to 15 minutes in length. This method focuses on delivering concise and specific content, allowing learners to absorb information quickly and effectively.

One key benefit of microlearning is its ability to accommodate shorter attention spans. In today's fast-paced world, individuals often have limited time and attention for lengthy training sessions.

By breaking complex topics down into manageable chunks, microlearning helps learners stay engaged and retain information better.

Mobile Learning

Mobile learning, or m-learning, is the delivery of educational content through handheld devices such as smartphones or tablets. With the widespread use of mobile devices, this form of learning has gained significant popularity in recent years.

Mobile learning offers several advantages over traditional methods. Firstly, it provides learners with flexibility and convenience as they can access training materials anytime and anywhere using their mobile devices. This flexibility allows for just-in-time learning when employees need immediate assistance or information.

Furthermore, mobile learning promotes self-directed learning by empowering individuals to take control of their development.

Peer-to-Peer & Self-Directed Learning

Peer-to-Peer Learning Methods

Peer-to-peer learning is a training method that encourages collaboration among colleagues. This approach provides an opportunity to learn from each other's experiences, expertise, and perspectives.

By engaging in group discussions and activities, learners deepen their understanding, which leads to critical thinking. Peer-to-peer learning also promotes teamwork and fosters a sense of camaraderie among employees.

Self-Directed Learning Methods

The self-directed method of learning empowers individuals to take control of their learning journey. It allows employees to tailor their training experience according to their specific needs and preferences.

This approach recognizes that different learners have unique learning styles and allows them to choose the methods that work best for them. Self-directed learning encourages autonomy, self-motivation, and a sense of ownership over one's professional development.

Choosing The Right Method

The best training approach depends on your specific needs and learning objectives. Here are some factors to consider:

1. Skills to be Developed:

• Theoretical Knowledge: If the focus is on foundational knowledge or understanding concepts, classroom lectures, eLearning modules, or guest speaker presentations could be suitable choices.
• Practical Skills: For developing practical skills that require hands-on experience, methods like coaching/mentoring, simulations, role-playing, or job shadowing might be more effective.
• Combination: Many training programs target a blend of theoretical knowledge and practical skills. In this case, a blended approach using a combination of methods is ideal. For example, you could introduce a new software program with eLearning modules, followed by hands-on practice sessions with a supervisor and group discussions to troubleshoot challenges.

2. Target Audience:

• Learning Styles: Consider if your trainees learn best visually, kinesthetically (through doing), or auditorily (by listening).
  • Visual learners might benefit from methods with presentations, videos, or infographics.
  • Kinesthetic learners might excel with hands-on practice, simulations, or role-playing activities.
  • Auditory learners might prefer lectures, discussions, or podcasts.
• Experience Level: Tailor the training method to the existing knowledge and experience of your trainees. Beginners might benefit from more structured methods like lectures or eLearning, while advanced learners might thrive in a collaborative learning environment with case studies or group projects.
• Preferences: While some employees might enjoy instructor-led sessions, others might prefer the flexibility of self-paced eLearning modules. Consider surveying your trainees to gauge their preferences and learning styles.

3. Budget:

• Traditional Methods: Classroom lectures or instructor-led training can be cost-effective for large groups, especially if you have in-house expertise to deliver the training. However, they might require additional costs for materials or venue rentals.
• Modern Methods: Developing eLearning modules, simulations, or gamified learning experiences can involve upfront costs for technology or software licenses. However, these methods can be scalable and used repeatedly for future training sessions.
• Blended Approach: Consider a blended approach that combines cost-effective methods like lectures with more modern, engaging elements like short eLearning modules or group activities.

4. Scalability:

• Future Needs: Think about how adaptable the training program needs to be. Will you be training a similar group in the future, or might the content or skills change?
• Content Updates: Some methods, like eLearning modules, can be easily updated with new information or procedures. On-the-job training methods might require revising coaching scripts or incorporating new technologies into simulations.

Additional Tips:

• Pilot Testing: Consider piloting a new training method with a small group before a full rollout. This allows you to gather feedback and make adjustments to ensure effectiveness.
• Transfer of Learning: The ultimate goal is for trainees to apply their learnings in the workplace. Ensure the training program includes opportunities to practice skills and receive ongoing support after the training is completed.
• Technology Integration: Technology can enhance many training methods. Explore online learning platforms, collaboration tools, or mobile learning apps to create a more engaging and interactive learning experience.

By carefully considering these factors and adopting a flexible approach, you can choose the training methods that effectively equip your employees with the knowledge and skills they need to succeed.

Traditional Vs Modern Training Techniques

Training methods have evolved and adapted significantly over time according to learners' changing needs and preferences.

Traditional training methods, such as straight lectures and instructor-led sessions, were once the primary means of imparting knowledge and skills. With advancements in technology and a better understanding of how people learn, modern training techniques emerged.

Traditional Methods

• Focus: Often lecture-based, focusing on knowledge transfer through presentations and instructor-led sessions.
• Delivery: Primarily classroom-based, with limited interaction and engagement.
• Content: Theoretical and may not always translate directly to real-world job application.
• Benefits: Can be cost-effective for large groups and provide a structured learning environment.
• Drawbacks: Limited engagement, may not cater to diverse learning styles, and might not emphasize practical skills application.

Examples:

• Classroom lectures
• Instructor-led demonstrations
• Textbooks and manuals
• Case studies (presented by instructor)

Modern Method

Modern training techniques offer innovative solutions that address the limitations of traditional methods. These approaches leverage technology and interactive learning tools to create engaging and immersive experiences for learners.

• Focus: Interactive and skills-based, emphasizing practical application and real-world scenarios.
• Delivery: Utilize technology like eLearning platforms, simulations, and virtual reality for a more engaging experience.
• Content: Tailored to specific job roles and skills needed, often incorporating multimedia elements.
• Benefits: More engaging and interactive, caters to diverse learning styles, and prioritizes practical application. These activities encourage active participation from learners while fostering critical thinking and problem-solving skills.
• Drawbacks: Can be more expensive to develop and implement compared to traditional methods.

Examples:

• Online courses and modules
• Microlearning platforms
• Simulations and virtual reality training
• Gamified learning experiences
• Peer-to-peer learning and mentoring
• Mobile learning apps

Here's a table summarizing some common factors to weigh when choosing a method:

Evaluating The Different Types Of Training Methods

To ensure effective training and continuous improvement, organizations must evaluate their training methods. Evaluation allows companies to assess the effectiveness of their training programs and make necessary adjustments to enhance employee development.

When evaluating training methods, organizations can consider several key metrics and indicators. These include:

• Knowledge Retention: Assessing how well employees retain the knowledge and skills learned during training sessions.
• Skill Application: Evaluating employees' ability to apply the newly acquired skills in real-life work situations.
• Performance Improvement: Measuring whether the training has resulted in improved performance levels among employees.
• Employee Feedback: Gathering feedback from employees regarding their perception of the training program's usefulness, relevance, and effectiveness.
• Cost-Effectiveness: Analyzing the cost-effectiveness of different training methods by comparing the investment made with the outcomes achieved.

The Future of Training

The future of training is likely to see a blend of traditional and modern techniques. Technology will play an increasingly important role, offering more interactive, personalized, and on-demand learning experiences.

Leveraging Technology For Employee Development

Technology has revolutionized the way companies approach employee development. By incorporating technology into training programs, companies can reap numerous benefits.

First and foremost, technology allows for flexible learning opportunities. Training materials can be accessed at employees' convenience, enabling them to learn at their own pace and fit it into their busy schedules. This flexibility promotes better engagement and motivation among employees.

Technology offers interactive and immersive learning experiences. Software training programs utilize simulations and virtual reality to provide hands-on practice in a safe environment. This not only enhances knowledge retention but also boosts confidence when applying new skills in real-life scenarios.

Conclusion

In conclusion, organizations can employ various training methods to enhance employee development. Evaluating different types of training methods is essential for ensuring their effectiveness in achieving desired outcomes. To maximize the benefits of employee training, organizations should carefully select the most suitable methods based on their specific needs and goals.

By implementing a well-rounded training program that incorporates a mix of training methods, organizations can promote a culture of continuous learning and development, which eventually will lead to improved performance and increased employee satisfaction.

Frequently Asked Questions (FAQs)

1. What are the different types of training methods?

There are various types of training methods, including traditional and modern techniques. Some examples include hands-on and interactive training approaches, on-the-job training and coaching, role-playing and simulations, technology-based employee development, microlearning and mobile learning strategies, peer-to-peer and self-directed learning methods, cross-training, and job instruction techniques in HRM.

2. How do traditional training techniques differ from modern ones?

Traditional training techniques typically involve classroom-style lectures or presentations, while modern techniques focus on more interactive and engaging approaches. Modern methods utilize technology, hands-on activities, and simulations and encourage active participation from employees.

3. What is the importance of hands-on and interactive training approaches?

Hands-on and interactive training approaches allow employees to actively engage in the learning process by experiencing real-life scenarios. This type of training enhances the development of practical skills, problem-solving abilities, teamwork, communication skills, and overall engagement with the material being taught.

4. How does technology contribute to employee development?

Technology plays a crucial role in employee development by providing access to online courses, virtual reality simulations, e-learning platforms, mobile learning apps, and other digital resources. It empowers employees to learn at their own pace anytime and anywhere while offering personalized learning experiences.

5. Why is evaluating training methods important for effective employee development?

Evaluating training methods allows organizations to assess the effectiveness of their chosen approach in achieving desired learning outcomes. It helps identify areas for improvement or adjustment to ensure that resources are allocated efficiently toward maximizing employee development.

Suggested reads:

• On-the-Job Training vs Simulations: A Comparative Analysis

• Gamified Recruitment For Engaging And Assessing Top Talent

• HR Tips 2024 For Mastering Employee Management

• How Simulations Help In Developing Economics Skills Among Students & Employees?

• Upskill And Reskill: The Learning Approaches Shaping Professional Development Today