Other training methods
We have explored the following training methods so far:
- Instructional design system and performance-based instructional design
- In-house training
- Sitting next to ‘Nellie’
- Job rotation
- Off-the-job training
- Role play and behavioural modelling
Other training methods include:
- Training manuals, detailing what should be done for each task
- Computer assisted training, or e-learning (see below), whereby courses or training sessions take place on the computer. It can also assess your ability and provide you with feedback
- Demonstrations by trainers or work members and guided practice
- Experiential learning: learning progressively and informally on-the-job
The following definition provides a useful perspective on e-learning:
Learning that is supported or enabled by the use of information and communications technology.
(Arnold et al. 2005)
- 57% organisations use e-learning (CIPD 2008)
- 12% of employees’ time is devoted to training using this method
E-learning brings learning remotely to a wider audience and sometimes reduces costs for an organisation, particularly if they need to train everyone. It can also be very useful to smaller organisations as they can buy ‘off the shelf’ tried and tested packages. E-learning will continue to grow and with use of webinars and blogs it is likely that learning can only increase in this area.
MOOCs (massive open online courses) are a recent version of e-learning which are cost-effective and flexible. Research by the CIPD (2018) suggests that organisations may not be taking advantage of this resource, because they may even be unaware when their staff are engaging in the training.
Arnold, J., Silvester, J., Patterson, F., Robertson, I., Cooper, C., and Burnes, B. (2005) Work Psychology: Understanding Human Behaviour in the Workplace. Essex: Pearson Education
CIPD (2018) ‘Are Organisations Making the Most of MOOCs?’ [online]. available from https://www.cipd.co.uk/news-views/nutshell/issue-74/organisation-moocs [25 July 2019]
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