4 Types of Training Methodologies

Depending on the training outcomes and the process used to achieve this, different training methodologies can be broadly categorized into 4 categories as follows:

On-the-job oriented training methods

As the name indicates, the methods included in this category are those whose main objectives are focused on the workplace, which means you can learn within your occupation through different methods.

The main methods under this category:

1. On- the- job training (OJT)

OJT might be the most common training method. It can range from a relatively simple "shadowing" method to highly structured courses.

 In such a way, the new hires are onboarded and taught the necessary skills to work successfully with guidance from a supervisor or manager. Since the trainee learns by shadowing (observing and copying), we can call this method "shadowing" or "learning-by -doing".

2. Job instructor training (JIT)

In this method, the trainer or the supervisor provides instructions to employees on how to perform the job. JIT is efficient for acquiring or improving motor skills and routine and repetitive operations.

It includes 4 steps:

2.1. Preparation

It involves preparing the trainee depending on their current skills. This provides them attention, security and encouragement.

2.2. Presentation

The functional processes are presented to the trainee as a model to copy.

2.3. Trying out

The trainee is asked to try out the trainer's instructions.

2.4. Following up

The trainee completes the task all by themselves without supervising and gets feedback.

3. Coaching

This method is similar to JIT. The manager teaches or guides new hires with knowledge skills of a specific job. They also point out new hires' mistakes and help them to avoid them in the future and improve their performance. To effectively coach the trainee or the new employee, the manager should be really skilled and foster an open and honest relationship with trainees.

4. Job rotation

In this method, a trainee moves across positions and departments. This type of training method is most suitable for developing multi-skilled operational flexibility. Additionally, it provides satisfaction and motivation given the non-routine, diverse tasks, and finally broadening the overall overview of the trainee.

Simulators

Simulation is a technique that reflects the actual work situations and issues an employee might encounter on a job. It has been largely used in the aviation industry.

Some methods falling under this category:

1. Role play

It is just like acting out a given scene in some play. It requires trainees to perform specific, potential scenarios written or described orally. Companies use this type of training mostly to improve interactions, dynamics and personal relations among employees working in sales, marketing, purchasing and supervisors who interact with people.

2. Case study

The case is a given imagined or real work situation or event about organizational issues. It’s a written description for the purpose of discussion. It requires trainees to fully analyze the event or the situation to spot its problems, trace the causes, and come up with reasonable solutions.

This method of training is based on the realization that in many cases in the real world, managers may not be fully aware of all the facts and information concerning the situation before making a decision. We can also call it decision-making under uncertainty. Thus, this method is suitable for improving decision-making skills among senior managers.

3. Management games

This method is designed according to the business case model. Trainees are divided into groups representing the management of competing companies. They make decisions like those taken in real-life situations. These decisions taken by the groups are evaluated and their implications are sent to the groups. The game goes on for several rounds to take the time dimension into consideration.

4. In-Basket exercise

We can also call it "In-Tray" training. It's built around the "incoming mail" of the manager. The trainee is given a pack of papers and files accumulated in a box concerning administrative issues. Then they are asked to deal with issues and make decisions about them within a specific time. Trainees' decisions are compared with each other and trainees are provided with feedback on their decisions. This makes them reconsider their administrative procedures and behavioral patterns, and this is how the learning process proceeds.

5. Vestibule training

In this training, employees are trained on the equipment they will be using on their jobs. The training proceeds away from the actual workplace though, and it's commonly used to train semi-skilled, in-office employees with routine tasks. Its duration ranges from a few days to a few weeks. This method bridges the gap between theory and practice.

knowledge-based method

It includes imparting employee's knowledge and expertise on any given subject covering some aspects like concepts, theories, basic principles and sheer and applied knowledge of the subject. Some of the commonly used methods under this category explained as following:

1. Lectures

Lectures are pretty much the most commonly used direct training method. In this method, the trainer provides knowledge to the trainee usually through ready-made written lectures, and these lectures are given to them.  It has been found that this method is more suitable in situations that require sharing some information with a large number of trainees, which does not require further participation from them. It is a low-cost method. It doesn’t deliver an engaging, interactive training experience for participants, which is one of its disadvantages.

2. Conferences and seminars

In this method, the trainer lectures on a particular subject followed by some discussions and inquiries. The conference leader should be fully skilled to run a meaningful session without going off the subject or digressing. This method is primarily used to help employees improve their problem-solving skills.

3. Programmed instructions

This technique, which has been recently developed by B.F.Skinner, is based on the principle of positive reinforcement. It's usually used to enhance non-motor and behavioral skills. The program to be learned is designed to deliver intensive training materials in a logical sequence from the simple to the most complex. The trainer also monitors employees progress throughout the program and provides instant feedback constantly. Yet, it’s an expensive and time-consuming method.

Experimental methods

These methods help employees understand others by changing attitudes. This new found understanding sheds light on human relationships dynamics within a given workplace  including management style. Some of the methods used for such purpose are:

1. Sensitivity training

It's also known as T-Groups, laboratory training and encounter groups (the "T" stands for training). This training provides deeper insight into one's behavior and makes them aware of other people's feelings and behaviors by fostering expressing feelings openly in T-groups led by trainers.This is also based on the assumption that newly trained employees will find it way easier to work together amicably within a team or a group.

Sensitivity training pursues the goal of increasing personal openness, caring for others, overlooking individual differences, improving listening skills, and increasing trust and support. T-group meets regularly for up to a week or two weeks. It's more spontaneous and natural than the role playing method because the trainee is being themselves instead of acting out an already scripted scenario. 

2. Transactional analysis

This training method was developed by the psychologist Eric Berne and popularized by Thomas Harris in the USA. It is a tool for improving human interactions and relations, and fostering reason and mature behavior. It distinguishes 3 main aspects of personality: parent(taught behavior), adult (thought behavior), and child  (felt behavior).

It basically suggests that people should behave as adults although sometimes child and parent behaviors can be effective depending on the situations, needs, and individual's personal goal.

Adult behavior tends to be subjective. It also fosters problem-solving, mutual respect and understanding. On the other hand, parent behavior seems to be domineering, protecting, and condescending. As for child behavior, it shows rebellion, anger, and moody desires to rely on others.

Additionally, anger issues despite all the spontaneous and creative situations are not excluded.

This practice is very powerful to fathom human's behavior especially when it comes to personal relationships, given that fostering positive vibes, improving relations between people, efficient motivation and organizational progress are only some of the many important benefits of transactional analysis as a methodology of training.

In conclusion

Each category and method of training has some strengths and weaknesses. Given the target of training, the level of participants, the competence of trainers, etc… it's better to choose the method that works best in a given organization. More studies suggest that the following three methods are more likely to be more prevalent in the near future:

1. Simulation methods.
2. Case studies
3. Management games