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3.3.3 Training

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3.3.3 Training

If a problem is related to lack of knowledge in a specific skill, training becomes an essential tool. Unlike coaching and mentoring, this strategy is reliant on formal and technical knowledge that can be taught to or learned by the employees in order to help them improve their work performance. 

Some of the most common and useful examples of training include:

  • Formal Instruction

This type of training involves a lecture-style learning method. Trainees would be in a classroom setting and would be taught by an expert regarding the concepts and processes that they ought to learn. Given the set-up, trainees are more empowered to ask their teachers questions and clarify points they don’t understand.

  • On-the-job Training

This type of training involves an employee learning how to perform a task by actually working on it. Trainees will be tasked to do set tasks while receiving help and guidance from an expert. This form of training is deemed to be advantageous since it allows trainees to learn from actual experience.

  • Simulation

This type of training is quite similar to on the job training. However, instead of actually asking employees to perform the set tasks, they will be asked to work on tasks similar to that which they would encounter in the workplace. This form of training may be especially helpful for those in sales.

  • Self-directed Learning

This fourth type of training relies on the trainee to learn about the necessary skills and tasks by themselves. Companies would simply provide the necessary materials (i.e. manuals, supplementary videos, training courses). This main advantage of this method is that it empowers the employee to teach themselves and learn at their own pace.