2.2.3.1.1. Training Methods / Techniques
According to Dessler (2008), training and development must consist of five steps:
Step 1: Needs analysis -: In this step the trainer identifies the specific job performance skills needed, assess the prospective trainee’s skills and then develop specific, measurable knowledge and performance objectives based on any deficiencies identified.
Step 2: Instruction design -: Here the trainer decides on, compile and produce the training programme content including workbooks, exercises, and activities. Some the techniques might include on-the-job training, off-the-job training and soon.
Step 3: Validation -: (optional) this stage validates step 2 in which there is testing of the training programme on a small …show more content…
However, people skills are typically hard to observe; quantify and measure as much as it needed for everyday life and in work because it‘s have to do with how people relate to each other: communicating, listening, engaging in dialogue, giving feedback, cooperating as team member, solving problems and resolving conflicts (Goldstein, 2002).
Employees need to learn specific skills for assessing a comprehensive new hiring training programs and able to perform specific job tasks. Positive effects of technical skills training have been evaluated in several studies: technical skills training leads to the performing of more skills on the organizations, higher scores on written skills test and improved employees performance (Bradley, 1999). The technical skills training played by tutor or trainer projected a positive attitude towards the method of role playing, which achieved better results in employee‘s commitment and performance (Nikendei et al., …show more content…
Most of the organizations need ongoing, real time training which constantly raises the bar for performance standards for individuals, teams and the organization as a whole, where the real time training learn from the successes and failures of current practices (Roberts, 1997). Robert explained that team training possesses and shares more knowledge than any group of individuals and keeps up to date with rapid changes in order to survive in the global competition of
According to Dessler (2008), training and development must consist of five steps:
Step 1: Needs analysis -: In this step the trainer identifies the specific job performance skills needed, assess the prospective trainee’s skills and then develop specific, measurable knowledge and performance objectives based on any deficiencies identified.
Step 2: Instruction design -: Here the trainer decides on, compile and produce the training programme content including workbooks, exercises, and activities. Some the techniques might include on-the-job training, off-the-job training and soon.
Step 3: Validation -: (optional) this stage validates step 2 in which there is testing of the training programme on a small …show more content…
However, people skills are typically hard to observe; quantify and measure as much as it needed for everyday life and in work because it‘s have to do with how people relate to each other: communicating, listening, engaging in dialogue, giving feedback, cooperating as team member, solving problems and resolving conflicts (Goldstein, 2002).
Employees need to learn specific skills for assessing a comprehensive new hiring training programs and able to perform specific job tasks. Positive effects of technical skills training have been evaluated in several studies: technical skills training leads to the performing of more skills on the organizations, higher scores on written skills test and improved employees performance (Bradley, 1999). The technical skills training played by tutor or trainer projected a positive attitude towards the method of role playing, which achieved better results in employee‘s commitment and performance (Nikendei et al., …show more content…
Most of the organizations need ongoing, real time training which constantly raises the bar for performance standards for individuals, teams and the organization as a whole, where the real time training learn from the successes and failures of current practices (Roberts, 1997). Robert explained that team training possesses and shares more knowledge than any group of individuals and keeps up to date with rapid changes in order to survive in the global competition of