Delivery of Training Methods Essay Example

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There are varieties of delivery of training methods. Choice of a method depends on training context; learning outcomes; learners and their characteristics (Fitzgerald, 2013). Training methods should be varied and there should be a clear purpose of activity and good preparation. Learners should be able to put into practice what is learned and feedback should be measurable. According to (Tovey and Lawlor 2004,p.221-226), there exist the following training delivery methods; action learning, brainstorming, buzz groups, case studies, coaching, computer managed learning, critical incidents, demonstration, discussion, field trips and visits, games, group discussions, huddle groups, in-basket exercises, lecture, mentoring, one-on-one, panel discussion, readings, role plays, seminar, simulation, teleconferencing and work place training.

Action-learning training delivery method entails training that occurs at the workplace to equip learners with specific task performance skills and knowledge. It is also known as on-the-job training or workplace training. Demonstrations as a delivery method can be used to compliment workplace training delivery method. In some cases, training is undertaken through conducting field trips and visits; these enable learners to clearly understand specific field related matters and thus make transfer of learning easier.

Discussions as a delivery method may take several dimensions like the following. Buzz groups, this involves giving a topic to a small group for them to discuss and make recommendation or a decision. Two-way dialogue involves discussion between learners and trainers or between learners themselves. Huddle groups discussion, this is discussion that is strictly time framed to force quick making of decision. Panel discussion, this is where each of the involved members gives a presentation before questions and discussion taking place.

Lecture as a delivery method is where the trainer speaks to assembled learners to inform them on various job or course related matters through use of voice, gestures, humour and demonstrations. Lecture may take the form of a seminar which is one-way communication centred on a particular topic of expertise.

Coaching and mentoring are useful as delivery means of training. Coaching is a training method where the trainer provides personalised (one-on-one) training to a trainee to improve his ability, skills and knowledge through active participation. Mentoring is long-term training and coaching of individuals to develop them. It provides deep understanding of the job and their attitude development.

Technological training delivery methods- Technology have influenced the delivery of training, training support and training administration. New training methods include e-learning, distance learning, simulations (Noe and Winker, 2012, p.282). Technology has enabled the use of computer-managed learning whereby learning, marking, scores and feedback are provided. Teleconference is where phones, satellite, Skype and other online communication are used to provide learning through videos and lectures. This has enabled distance learning hence reducing costs involved in learning. Technology has enabled computerised simulations in learning. Simulation is like case study where real life data are manipulated to come up with meaningful conclusions. Simulation helps trainees in developing analysis skills, for instance in-basket simulations the exercises trainees are given resembles what they encounter at their daily jobs and they are taught to tackle them on their-on.

Generally, there is a variety of training delivery methods, the trainees and trainers should analyse the various methods to come-up with a suitable method(s) that suit their specific needs. A suitable delivery method should enable high transfer of learning, achievement of learning outcomes, learners’ involvement, and measurement of feedback among other advantages.

Works Cited

Louise Fitzgerald. Managing Workplace Training MGMT3729. Week 8:Training Delivery and Choice . Australian School of Business, 2013.

Noel R & Winker C. Training and Development: Learning for sustainability,2012.

Tovey M and D Lawlor. Training in Australia. Design, Delivery, evaluation and management.2nd Edn chapter 6: Deliver Training, 2004.