TRAINING METHODS

Training Methods

Training Methods

Introduction

In the era of digital methodologies, the companies today should follow training programs, which should be effectively communicated and delivered. The changing of process from manual to a completely computerized system, the organizations need to evaluate a method which can be easily transferred to the employees.

Training purpose differs considerably depending on the target audience and purpose of training. It is necessary to design training programs based on the intellectual and absorbing capacity of individuals. Intense literature has been developed on stress management. However, level of awareness still differs greatly age wise based on the experiences of the individual and cognitive capacity (McNamara, 2000). Maturity of mind and personal experiences enable a person to manage himself in a stressful situation effectively.Discussion and Analysis

In this section, we will be discussing the three effective methods for delivering a training program related to change in process. Training Methods

The most appropriate training techniques would be lectures, case studies, role play characterized as creating stress on mind, brain storming, and training through placement (Smith, 2002). The main objective in this case is to convey the concept of stress management to teenagers and build the ability to analyze the situations and identify the factors that result in creating a stress. Visual presentations and real life case studies would be valuable in this training program. Lectures content will be divided into different sections which include, introduction, identification of causes of stress, effective techniques for responding to stress, and analysis of situations. Assimilating learning would be most appropriate for developing content for teenagers as they emphasize more on learning through organizing information (Smith, 2002).

In a formal training program, there exist some useful methods to deliver the training programs. It varies from organization to organization, purpose of training, and motive of the training program.Other-Directed Instruction

In this process, the trainer is responsible for the training program, and instructions for the processes to be introduced. In this method, the trainer involves the trainees in two way flow of communication, by questioning the audience. This helps the trainer and trainees to track the delivery of the training program (McNamara, 2000).

In the very same method, the trainer can include case studies in the training program. The trainer can assign the several case studies related to the motive of the training program. It helps the trainees to understand the changes taking place in the organizational processes on their individual basis (Smith, 2002).Self-Directed Instruction

In this training method, the worker himself takes responsibility of ...