Research on training methods is essential to avoid the unnecessary costs that come with training. According to Forbes, the training market is worth approximately $109 billion in the United States. Therefore, the tasks of researchers are to search and define the best methods to present the information to the targeted trainees, as well as to find the right approach to investing in project management training.
One excellent study that explores such training methods is “Training Methods: A Review and Analysis.” The authors of this article performed an integrative review of some of the most popular training methods. In addition to defining the core methods for training, the study does the following:
- Defines the key characteristics of the chosen types of training methods
- Researches the conditions in which the training methods are most suitable
Based on the authors’ research questions, the study came up with the following information that’s crucial for successful training. All this information is based on an exhaustive list of 13 core methods.
1. Case Study
The case study is a proven method for training and is known to effectively boost learner motivation. However, when learners lack access to the resources necessary to completing a case study or if the project become a challenge, their motivation and learning will be hindered.
This method is suitable for situations when the trainees have the core knowledge but can still benefit from training. Because this method comes with lower costs, it’s also one of the more popular methods in different disciplines like law, counseling, and medicine.
2. Games-Based Training
Games have been used for many educational purposes, including training. Using games for education is affordable, competitive, and motivational, especially in the digital era, in which many applicants and employees are highly involved with technology.
One of the disadvantages of this method is the inability to determine the components in a game that will contribute to the training itself. Trainers can’t really make sure that every learning concept will be accepted by the trainees through game playing.
Still, game-based training teaches students to compete in environments like business, sports, or law.
Internships are great for both sides. Employers can benefit from the help of employees, while employees can benefit from the guidance of and training by employers. Still, in some cases, this can be high-pressured or inconsistent.
However, in situations and environments where the learners have some base knowledge and the employers are supportive and understanding, this is an excellent training method.
4. Job Rotation
Job rotation can do a lot in terms of employee motivation and commitment. This method gives people chances to further develop and work toward a promotion and engenders satisfaction and cooperation. Still, for introverts, this is often a big challenge because of the fear that they might fail in front of others. Also, it’s a method that requires a lot of time and room for error.
But with the right background knowledge, both of these problems can be eliminated or at least reduced.
5. Job Shadowing
Job shadowing serves to generate employees’ engagement and interest. Trainees get a chance to see their work from another perspective, which is perfect for those who are being considered for a promotion or a role change.
Lectures are often dreaded and ridiculed, but they are the most commonly used training techniques. Yes, there is often a lack of interaction, but with the right speaker and simple lectures, this can lead to optimal learning.
7. Mentoring and Apprenticeship
When companies plan to groom people for promotion and growth, this is the best training method to use. Trainees can truly benefit from such a personalized learning structure, boost the mentor-trainee relationship, and facilitate their future career.
8. Programmed Instruction
Programmed instruction doesn’t work without self-discipline, so it is most effective in cases when some straying from the program isn’t detrimental to the company’s success. Even so, this is an effective and flexible practice.
This is the counterpart of the lecture training method—one that promotes practice on lifelike models. It’s often used in cases when employees need some practice after they see a lecture or a demonstration.
With role-playing, trainees can practice what they’ve learned in a personalized and simulated situation. They can still fail, but with good content and safe role-playing, there won’t be any serious consequences.
Simulation becomes more affordable every day. As such, it’s commonly used for training that is considered costly or dangerous if performed in a real environment. This is a safe way to practice what would otherwise be risky.
12. Stimulus-Based Training
Stimulus-based training is a bit unconventional, but it’s becoming more popular as time passes. It’s a widely applied method that might make trainees a bit uncomfortable but can also enable them to acquire thorough knowledge faster than the other methods of training described here.
13. Team Training
Team training has a big and important goal: to connect a team. As such, it doesn’t focus on trainees as individuals like the previously discussed methods; rather, this method is used to connect team members and make them more engaged in their training and work.
The Bottom Line
According to the study, these types of training methods do not make a full list, but they are the general methods that might be divided into sub-categories. As such, each is worth exploring and considering when an organization or trainer wishes to properly prepare an individual or a team to work at the chosen position.
The study also discusses the situations and environments where each of the 13 methods would be effective. If the training isn’t performed as it should, it won’t be effective and might only create negative results. On the other hand, if everything goes as the research suggests, training can be the greatest tool for the success of an organization.
Jeremy Raynolds is a professional writer and a long-term expert at EduBirdie. His favorite topics to write on are professional development, motivation, and career. Raynolds holds a PhD in Psychology and a Master’s degree in Sociology. In his spare time, he enjoys blogging on different sites and sharing his useful advice.