229848-353695004000302260center6/27/2018 33000950006/27/2018 12833352759479Factors that a Trainer Should Consider While Choosing a Training Method BUS 4343 Training and Development Assessment 4 00Factors that a Trainer Should Consider While Choosing a Training Method BUS 4343 Training and Development Assessment 4 31635707852047Instructors Name

229848-353695004000302260center6/27/2018
33000950006/27/2018

12833352759479Factors that a Trainer Should Consider While Choosing a Training Method
BUS 4343 Training and Development
Assessment 4
00Factors that a Trainer Should Consider While Choosing a Training Method
BUS 4343 Training and Development
Assessment 4
31635707852047Instructors Name: Nawal AlSayed
Student’s Name: Salama AlMehairbi
Students’ ID: H00301099
450000Instructors Name: Nawal AlSayed
Student’s Name: Salama AlMehairbi
Students’ ID: H00301099

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Table of Contents
TOC o “1-3” h z u Introduction: PAGEREF _Toc517884552 h 2Understanding the roles of training and development PAGEREF _Toc517884553 h 2The main factors to consider when choosing a training method: PAGEREF _Toc517884554 h 31.The type of training: PAGEREF _Toc517884555 h 3a)On-the-job training: PAGEREF _Toc517884556 h 3b)Off-the-job training: PAGEREF _Toc517884557 h 4c)Blended learning: PAGEREF _Toc517884558 h 52.The Budget: PAGEREF _Toc517884559 h 53.Who is being trained? (Audience) PAGEREF _Toc517884560 h 64.The training staff: PAGEREF _Toc517884561 h 6Conclusion: PAGEREF _Toc517884562 h 7Bibliography PAGEREF _Toc517884563 h 8

The Main Factors That a Trainer Should Consider When Choosing a Training Method
Introduction:Training and development is a human resource role that considers improving the skills of the employees and enhancing their ability to deliver the specific job objectives. Unlike the old human resource practices that saw employees engaged in performing the same tasks over and over the years using their primary skills, modern practice requires training and development to update their skills. It helps in focusing on the skills of the employees to ensure quality workforce CITATION Ahm14 l 1033 (Ahmed & Yohanna, 2014). There are different training methods for trainers to use in the organizations. Choosing the best and most appropriate training method requires a study of the primary factors regarding the type of training. CITATION Str18 l 1033 (Strategic HR inc. , 2018). Each of the three types of training, (on-the-job training, off-the-job training and blended learning) influence the choice of training method that is being used, other main factors that need to be considered when choosing the training method include the organizational budget, allocation for training and development, the trainees, and the training staff. These factors are in linked with the roles of training in an organization so it is necessary to first understand this role. Training and development play an important role in an organization and choosing the most appropriate training methods requires careful consideration of the type of training, the budge, the trainees and the training staff.

Understanding the roles of training and developmentA productive structure for training and development must move from the internal needs assessment done to the context for designing it CITATION Ahm14 l 1033 (Ahmed & Yohanna, 2014). The organization needs to emphasize the benefits it tries to get from investing in human capital development within the environment; its resource capacity, the employee job requirement, the skills needed, and the organization overall operation objectives. This forms a right reason for it to appreciate the factors that will influence the success. The fast-changing work environments due to the technological progress require an upgrade. Such employees can handle the pressures of the change and use them to be productive. Moreover, human resource capacity increases and makes it easy to customize skills that employees need to have to be productive within the specific work environment CITATION Bol10 l 1033 (Bolden, 2016). This is the understanding with some companies sponsor their employees to study a specific aspect of the job. Such employees become a benefit to the company because they are able to deliver. Besides, with these programs, the company finds it easy to model the work culture among its ranks and file to create a specific and unique corporate identity unique in the marketplace.

The main factors to consider when choosing a training method:The type of training:The training type is the most essential and primary factor that a trainer needs to consider when choosing a training method; this factor requires consideration before joining others. Training methods referred to the different ways in which relevant information is passed to the leaner. There are three basic types of trainings; on-the-job, off-the-job and blended learning. Each of these types of training requires the use of different and suitable training methods and it directly determines the trainer’s choice as independent factors.

On-the-job training:On the job training occurs as an employee performs their job description. I occurs as part of the job CITATION Cha18 l 1033 (Chand, 2009). One primary advantage of the training methods in on-the-job training is to combine the employee’s knowledge and experience. This integration allows the employee to practice the information they have learned from the job description. On the job training requires specific training methods to achieve its primary purpose, the training methods include coaching, job instructions, job rotation, internships and committee assignments. Job instructions are the most popular form of on-the-job training. It involves giving a set of step-by-step instructions to the learner who then uses the instructions to complete their job. This training method mostly applies to new employees who need directions on what to do to complete their tasks. The employee then gains experience as they complete the given instructions.

Job rotation involves the shifting of employees from one job duty to the other. This training method ensures that employees develop different experience on how to handle different aspects of the organizational job descriptions. However, experts argued that this training method rejects the employees an opportunity to develop expertise in specific areas, CITATION Cha18 l 1033 (Chand, 2009) as they keep changing from one job description to the other. Committee assignments involve the issuing of job experience and skills related tasks to the employees. This form of training enables the employees to learn new skills and improves teamwork. An example involves a scenario where accounting tasks are given to groups of five in the bank department. Each group consists of a balance of departmental leaders, more experienced employees and new employees. Such an assignment will allow discovering new skills and ideas from each of the employees so it will result in different learnings.
Internship involves giving an opportunity to learn the different dynamics of the job without giving them an employment position CITATION Inc18 l 1033 (Inc., 2017). Internships may be paid or not. Finally, coaching involves the one-on-one guiding where a more experienced employee with more knowledge closely works with a less experienced one to teach them about the dynamics of the job. On-the-job training type manages the use of the training methods mentioned as they are more suitable.

Off-the-job training:Off the job training involves training conducted in a specific place outside the workplace. The primary use of this type of training is to use ‘out of work’ programs to add value to the knowledge and experience that the employees have CITATION Cha18 l 1033 (Chand, 2009). These types of training also involve highly qualified and experienced trainers in different areas that might not be part of the organization. Off-the-job training methods include classes, workshops, classroom lectures, simulations, role-playing, and auditory. Classroom lectures often include new information on different topics that the trainers plan to teach the trainees CITATION Cha18 l 1033 (Chand, 2009). Simulations involve the practical features of job responsibilities put into practice outside the office space. An example is asking pilot trainees to carry out a specific instruction while on air. Audiovisuals involve the use of films, televisions videos, and presentations to pass the required information to the learners.
Role-playing involves engaging the employees in representing the different stakeholders in the company to have n understanding of each stakeholder’s expectation. Off the job training allows employees to be provided by information and experienced from skilled experts outside the company CITATION Cha18 l 1033 (Chand, 2009). For example, an organization can decide to take its sales department for a class with another organization that has a highly competitive sales team. Off the job training requires the training methods to consider when choosing the training methods.

Blended learning:Blended learning occurs through the integration of traditional training methods and technology. The traditional training methods as described are the on the job and off the job training methods CITATION Cha18 l 1033 (Chand, 2009). The primary use of this training type is to incorporate a solutions-oriented approach to training. This approach enables visual of tangible change and profitability resulting from the training using technology.

The Budget:Budget is a primary consideration in choosing the training method that is suitable. After determining the type of training, it is essential to understand the financial resources that are available to accomplish the training task CITATION Dev15 l 1033 (Develop Training, 2015). Different training methods require different amounts of money to support and complete. For example, if the training type is off the job training, inviting highly qualified and experienced experts outside the organization can be expensive compared to using experts from the organization CITATION Dev15 l 1033 (Develop Training, 2015). Depending on the provided allocation, the trainer can then choose whether to use internal coaching or external simulations by outside experts. Moreover, off the job training can be very expensive especially if it involves the hiring of training locations, catering for the food during the training and spending on the employee security CITATION Dev15 l 1033 (Develop Training, 2015). In such cases, a trainer can decide whether to use on the job committee assignments or off the job role-playing depending on the available budget.

The budget also determines the number of trainees that the organization can support within a specific financial period CITATION Dev15 l 1033 (Develop Training, 2015), the number of trainees then affects the training methods chosen by a trainer. For example, when the organizational training and development budget can only meet the financial responsibility training of three employees, it is right to use methods such as coaching and job instructions CITATION Dev15 l 1033 (Develop Training, 2015). On the other hand, if the organizational budget financially supports the training of thirty employees at a time, then they can apply the methods such as seminars, classroom lectures, and auditory. The budget plays an important role in determining the training method chosen by a trainer.

Who is being trained? (Audience)The quality of heirs of a human resource improvement program directly influences the training methods that are being adopted. The details of the employees are critical CITATION Dev15 l 1033 (Develop Training, 2015). For example, the quality of their job descriptions and their level of education directly influences the complexity and the intensity of the training dynamics. Learned employees with higher education levels attract a relatively difficult training method because they have the ability to understand issues CITATION Pat15 l 1033 (Patterson, 2015). Also, such employees tend to be high ranked, meaning that the nature of their job requires less direct training. They can stand a severe training method within a less period of time. Those with low level of education tend to require a less training CITATION Pat15 l 1033 (Patterson, 2015). These employees tend to be low ranking; the training method, in this case, may focus mainly on hands-on methods, providing the learners with technical skills.

Moreover, the social life dynamics of the learner is also important in deciding the training methods. Learners with families and other social commitments require different training approaches from those without such commitments CITATION Dev15 l 1033 (Develop Training, 2015). For example, married employees may not afford longer training time. They may not afford being away from their families for a long time. Methods that are short and quick may be suitable. Those not yet married may be available for engaging learning for more extended hours. Furthermore, understanding the training needs of the employees is essential in deciding the methods. The employees needing an upgrade in a given area required by their job description will need a different training approach compared to those needing a refresher. Those with refresher needs will require methods that can cover the whole subject area while those needing an upgrade will require training methods that address new areas.

The training staff:The training staff also determines the training methods that can be applied. Trainers who are young, knowledgeable, and flexible tend to prefer methods that are modern, technology-oriented CITATION Dev15 l 1033 (Develop Training, 2015). They will try to include information technology to enhance flexibility, support, and minimize costs CITATION Fro l 1033 (Frost, 2018). Training staff with experience and skills in handling adult learners will find it easy modeling an employee training program CITATION Rus18 l 1033 (Russell, 2018). They are better equipped in following the training with the desired goals. They understand the dynamics of andragogy in terms of the attributes of the adult learners, their pace, concentration measure among others and will design a suitable method to fit them. However, teachers without these skills may have many struggles and may not achieve the training deliverables. Therefore, selection of the training staff must be carefully made to suit the employees to be trained CITATION Bie18 l 1033 (Biech, 2015). With this, the trainers will follow the training methods to the desired deliverables, appreciating the unique needs of the individual employees depending on their number.

Conclusion:
The role of training and development in any organization cannot be overemphasized. Without training and development, it is impossible to work towards organizational goals and vision. It is only the function of training that provides the employees with the required skills, ability and attitudes to continue the work of the organization. Moreover, it is impossible to maintain a competitive advantage in the industry without including the most updated and efficient ways of delivering to the market. This only occurs through training. Every organization has to prioritize training and development as part of its primary functional areas. Training delivers positive results with the use of the most suitable training methods on each necessary training case. To choose the most appropriate training method, it is important for the trainer to first consider the training type. On the job training, off the job training and blended learning each has specific discussed training methods that apply to them. The trainer also needs to consider the budget allocation for training. Some training methods are more expensive compared to others; the financial resource allocation from the organization therefore tangibly affects the training method. The type of trainees is the other factor that needs consideration in choosing the training method. Understand the needs of the trainees will determine the training method that fits their specific needs. Finally, the training staff is the other valuable factor of consideration. Different trainees are satisfied with unique training methods that enable them to comfortably and effectively present their knowledge to the trainees.

Bibliography BIBLIOGRAPHY Ahmed, I., ; Yohanna, Y. (2014, May). “Training and Development as a Tool For Enhancing Employee’s Productivity: A Case Study of Ashaka Cement Company, Nigeria Plc.”. Retrieved from Journal of Business and Management: http://iosrjournals.org/iosr-jbm/papers/Vol16-issue5/Version-3/D016531726.pdf
Biech, E. (2015). BLENDED LEARNING FOR TRAINING AND DEVELOPMENT. Retrieved from https://www.dummies.com/business/human-resources/employee-engagement/blended-learning-for-training-and-development/
Bolden, R. (2016). Leadership, Management and Organisational Development. Retrieved from http://eprints.uwe.ac.uk/29363/1/Bolden%20-%20Leadership%2C%20management%20and%20organisational%20development.pdf
Chand, S. (2009). Methods of Training: On-the-job Training Method and Off-the-Job Methods! Retrieved from http://www.yourarticlelibrary.com/human-resource-development/methods-of-training-on-the-job-training-method-and-off-the-job-methods/32369
Develop Training. (2015, May 22). How to choose the right training methods . Retrieved from Insight blog: http://blogs.developtraining.co.uk/blog/how-to-choose-the-right-training-methods
Frost, S. (2018). Factors Impacting Employee Training. Retrieved from Chron: http://smallbusiness.chron.com/factors-impacting-employee-training-37613.html
Inc. (2017). Retrieved from https://www.inc.com/encyclopedia/training-and-development.html
Patterson, J. (2015, June 25). Strategic Training Methods to Increase Employee Productivity . Retrieved from Knowledge wave: http://www.knowledgewave.com/blog/strategic-training-for-productivity
Russell, L. (2018). The Fundamentals of Adult Learning. Retrieved from https://www.td.org/newsletters/atd-links/the-fundamentals-of-adult-learning
Strategic HR inc. . (2018). Training ; Development. Retrieved from Strategic HR inc. : https://strategichrinc.com/training-development-services/

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