Table 8.1 Types of training and development
Types of
training Advantages Disadvantages
Classroom
Training- Can use a mixture of training methods.
- Gets a learner out of the normal work
environment, allowing them to focus
their attention on the learning. - Provides an opportunity to clarify diffi-
cult issues and concepts by instructors. - Allows instructors to provide feedback
on the success of the course and any in-
structional difficulties in the design.- Constrained by the needs of the
business and cost: trainees and in-
structors have to get together each
time you run an event away from
their normal workplace. - Requires trained instructors.
- Not necessarily available when
learners need it most. - Needs the same entry level for all
learners.
- Constrained by the needs of the
Self-training - Allows training to be given exactly when
it is needed.- Can be inexpensive to administer once
developed. - Is portable.
- Can incorporate other training methods
such as videos and audio tapes.- Is very difficult to design and write.
The designer must have significant
design experience. Self-study materi-
als take more time to design than ma-
terials for traditional courses. - Bores people easily - eyes cover the
material but the mind may not. - Is difficult to obtain feedback on the
success of the training. - There are limits to the needs that can
be met through self-training.
- Is very difficult to design and write.
On the job
training- Allows learners to learn while they work.
- Allows learners to see the relevance of
the learning for their work. - Is easy to get feedback on the success of
the learning.- Suffers from the fact that most peo-
ple are very poor coaches of others. - Gives the designer less control over
the learning. - Methods, skills and attitudes of
trainers are likely to vary
considerably. - Wastes money, as trainees make
mistakes.
Bought in
training
- Suffers from the fact that most peo-
- Needs no development time and an
almost immediate response to training
needs. - May be cheaper than designing and
running your own courses. - May not meet the actual needs of the
learners. - May need significant tailoring for
your organisation.
The role of training managers in training and development function
Training and development managers have to work with other managers to:
- Develop training strategies, programmes, activities and budgets,
- Conduct training needs analysis and develop a framework for training decisions,
- Develop proposals on how training needs should be identified and justified,
- Identify external training sources,
- Advise on external training approaches,
- Organise internal courses and training programmes and activities,
- Participate in training managers, supervisors and mentors in their training
responsibilities,