human resource management training section
...ed world. As time continues, changes in technology will reached a point where in order to keep up one must persist to learn even after you have learned your job. It has even been suggested that job descriptions will soon become obsolete because of the pace at which your job tasks change due to the changes in our society and technology. This is a growing concern in companies, one that will be answered with training programs that focus on keeping long-term employees qualified. One of the most challenging things a company will have to deal with is managing its training program with a budget the company can afford. Because of this there are many innovative ways that have been developed for companies to continue to train their staff. These ways include internet training, on the job training, the classic manual training, alternating job schedules, and corporative training. Depending on the type of job of course will affect the best solution to your training programs. Methods Different organizations and businesses often require various results from their employees, thus managers must often employ a variety of training techniques to help meet the ever growing learning demands of the new employee. The following training methods all offer particular benefits that managers should keep in mind when deciding which method to use. Lecture The Lecture Method of training involves an instructor who will give a prepared presentation of knowledge with the goal of informing and instructing the listeners. Lectures are most appropriate when the instructor’s knowledge in the given subject area significantly exceeds that of the groups. Also, when dealing with a larger number of trainees, especially when the number grows beyond twenty, the lecture method tends to make more sense. In a lecture setting, the instructor possesses more control of the situation, allowing he/she to cover the necessary principles in a shorter amount of time. Some drawbacks to the lecture method include a less engaging style that may bore certain trainees, a lack of group participation, careful preparation on the part of the instructor, and the instructor must also show skill and adeptness in his/her speaking ability. Conference The conference method of training promotes definite, constructive thinking by the group and its individual members. In a conference, individuals are required to share their own experiences and opinions, which they believe will help the group, as a whole, solve a particular problem. Generally, conferences consist of twelve to twenty participants, and allow free discussion amidst a conference leader whose responsibility it is to guide the conversation and make sure all group ideas are respected and accepted. In fact, the overall effectiveness of the group conference is vitally dependant upon the group leader and his/her competence in this area, thus further training as a conference leader is often necessary before leading a conference training session. Case Method The Harvard Method, the most well known case study method today, began with Christopher Langdell at the Harvard Law School. The objective of this method continues to be that students should learn for themselves by independent thinking. In this method, the teacher/instructor functions as a catalyst, guiding the learning/teaching process; however, he/she does not attempt to cover a subject by directly revealing the important aspects of the case. Instead, he/she helps students discover for themselves the meaningful facts and ideas from the case through open, guided discussion. Role Playing Role playing involves action, doing, and practice, and with this helps to demonstrate the gap between thinking and doing, thus role playing makes it possible for individuals and groups to improve their effectiveness not by talking about a problem (as in a conference, or case study method), but by actually doing something about it. The basic process of interaction between people is the core of the method. The two basic approaches to role-playing include preplanned or structured role-playing and spontaneous role-playing. In the preplanned sessions, the goal is usually to teach a principle of management or human relations. Role-playing provides trainees with a realistic experience dealing with the subject under consideration. In spontaneous role-playing, the same learning possibilities for the participants are present; however, spontaneous role-playing maximizes the opportunity for the discovery of new courses of action, while reducing inhibitions and self-consciousness. supervisors that their specific job junction is to train. There are 15 trainers, which means 15 different personalities, training methods, work ethics, and attitudes. This can interfere with the training process because if one person has two or ...