Microsoft Word - APAM-2 4.1.doc

(Marcin) #1

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.




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.




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



  • 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,

Free download pdf