Employee Training Methods

Employee satisfaction is a huge factor in determining the success of a company. This is why many companies are taking the next big step towards promoting employees’ welfare through customized training programs. These are recreational activities that incorporate the values of teamwork, professionalism, creativity, and hard work that are all essential when they perform their duties inside work premises. However, no matter how creative or strategic a program might be, its will be ineffective if the execution is improper. It is important that the management must first identify the appropriate training programs to execute before deciding which method is best. Below are some of the most common types of employee training methods, their appropriation and advantages and disadvantages.

Self-study training

In this method, the management usually gives handouts or modules for the employees to study. This approach is only limited to theoretical principles of work responsibilities and does not solicit any interaction from co-members or supervisors. However, the concerned employee may address his queries to the immediate head through one-on-one discussion. Some of the training materials that can be independently studied are the employee manual, code of conduct, or anything that is related to the company’s profile.

Internet-based training

This is also an independent-type of training where employees can download the reading materials to a shared website. The advantage of this kind of method is that employees can interact with each other regarding a topic by means of forum. The management, on the other hand, can assess the employees’ mastery of the documents by inviting them to quizzes. Results shall be automatically generated and both the admin and the test taker can view the results.

Group classroom training

Group classroom training is also similar to a seminar or conference where there is the presence of a speaker and a moderator. Here, the modules are discussed thoroughly by the speaker and questions are immediately entertained through the open forum. The speaker may also conduct demonstration if there is a practical application; however, the time to do it is very limited. Also, it should not be expected to render a high expertise rate on the part of the employees or participants because the seminar is also a theoretical application of whatever is written on the documents provided, only this is explained in a thorough manner.

Hands-on training

Hands-on training is a one-on-one demonstration of a member of the supervising team regarding a practical application of the theories and principles explained in the given handouts or modules. This method takes a lot of time and is usually divided into multiple sessions that should be taken consecutively. This approach is effective especially when the employees need technical assistance on a new product or equipment that needs to be used in the workplace. The level of expertise is higher in this method because there is a direct and close supervision. Feedbacks are also instantly gathered and the management can easily assess the employees’ performance even on the training period.