By Mike Hitchen Consulting - the consultancy that puts principles before profits.Today we take a closer look at some of the delivery methods mentioned yesterday.
Face to face training
Face to face training can occur anywhere, and it is when the learner is dealing directly with a trainer or coach
Distance learning
Distance learning occurs when the learner has information and services that he/she does alone on or off the job. They may have self-paced learning guides, text books, videos etc. and they may work through them at their own pace. Usually a distance learner will have a coach or trainer on the phone or video-conference they can speak to for help, or they may have a coach at work who helps them.
On the job training
If the training program is conducted on the job, the trainee is expected to continue with regular work tasks but is allowed extra time to complete tasks because of the training subject. Both the learner and other staff need to know and agree on this arrangement as it will impact on others. On the job training may be suitable if, for example, a new system or process has been installed that the learner needs to use during training, or if there is a safety aspect involved with the training so the training needs to be in real situations. This type of learning will probably involve one person or a small group.
Off the job at the workplace
If the training is conducted off the job, but in a training room in the learner's workplace then the learner will be released from work for a set period of time to attend training. This may be suitable if, for example, a new system or process is going to be installed but the old system is still being used at work. If you are planning a program in this format, be aware that work colleagues may view the training time for the learner's as time off and you may have to help to educate them in what is happening.
Off the job in simulated work environment
If the training is conducted off the job in a simulated work environment then demonstrations can be performed in how to use new machinery or systems. Time is a very important factor to consider in this type of training as demonstrations may require technical experts or support and so may depend on a number of people. Also, the learner's have to return to their workplace by the agreed time, so they are under pressure. If a demonstration is to take place, you also have to be sure that the underpinning knowledge and skill is also being covered.
Off the job in a training organisation
When training is conducted off the job but is closely related to the learner's workplace role, it is important that a great deal of practice is available to the learner during and after training, prior to any assessment. Training in a classroom environment is suitable for many different forms of training, particularly those where group work is needed to discuss, role play, demonstrations or work through theoretical information.
Combination training
Some training programs may have components from a number of different forms of training, some off the job theory then, on the job practice and a demonstration in a simulated environment. This type of training is ideal because it offers the learner a range of learning experiences and practice time. The disadvantage of this form of training is that it requires many resources in terms of people, time and materials to cover all the different environments.
Tomorrow: Evaluating an external training program
Mike Hitchen
Mike Hitchen Consulting
