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TRAINING

These types of training methods do not make a full list, but they are the general methods that might be divided into sub-categories. As such, each is worth exploring and considering when an organization or trainer wishes to properly prepare an individual or a team to work at the chosen position.

If the training isn’t performed as it should, it won’t be effective and might only create negative results. On the other hand, if everything goes as the research suggests, training can be the greatest tool for the success of an organization

Training

These types of training methods do not make a full list, but they are the general methods that might be divided into sub-categories. As such, each is worth exploring and considering when an organization or trainer wishes to properly prepare an individual or a team to work at the chosen position.

If the training isn’t performed as it should, it won’t be effective and might only create negative results. On the other hand, if everything goes as the research suggests, training can be the greatest tool for the success of an organization.

 

1.    Case Study

The case study is a proven method for training and is known to effectively boost learner motivation. However, when learners lack access to the resources necessary to completing a case study or if the project become a challenge, their motivation and learning will be hindered.

This method is suitable for situations when the trainees have the core knowledge but can still benefit from training. Because this method comes with lower costs, it’s also one of the more popular methods in different disciplines like law, counseling, and medicine.

2.    Games-Based Training

Games have been used for many educational purposes, including training. Using games for education is affordable, competitive, and motivational, especially in the digital era, in which many applicants and employees are highly involved with technology.

One of the disadvantages of this method is the inability to determine the components in a game that will contribute to the training itself. Trainers can’t really make sure that every learning concept will be accepted by the trainees through game playing.

Still, game-based training teaches students to compete in environments like business, sports, or law.

3.    Internship

Internships are great for both sides. Employers can benefit from the help of employees, while employees can benefit from the guidance of and training by employers. Still, in some cases, this can be high-pressured or inconsistent.

However, in situations and environments where the learners have some base knowledge and the employers are supportive and understanding, this is an excellent training method.

4.    Job Rotation

Job rotation can do a lot in terms of employee motivation and commitment. This method gives people chances to further develop and work toward a promotion and engenders satisfaction and cooperation. Still, for introverts, this is often a big challenge because of the fear that they might fail in front of others. Also, it’s a method that requires a lot of time and room for error.

But with the right background knowledge, both of these problems can be eliminated or at least reduced.

5.    Job Shadowing

Job shadowing serves to generate employees’ engagement and interest. Trainees get a chance to see their work from another perspective, which is perfect for those who are being considered for a promotion or a role change.

6.    Lecture

Lectures are often dreaded and ridiculed, but they are the most commonly used training techniques. Yes, there is often a lack of interaction, but with the right speaker and simple lectures, this can lead to optimal learning.

7.    Mentoring and Apprenticeship

When companies plan to groom people for promotion and growth, this is the best training method to use. Trainees can truly benefit from such a personalized learning structure, boost the mentor-trainee relationship, and facilitate their future career.

8.    Programmed Instruction

Programmed instruction doesn’t work without self-discipline, so it is most effective in cases when some straying from the program isn’t detrimental to the company’s success. Even so, this is an effective and flexible practice.

9.    Role-Modeling

This is the counterpart of the lecture training method—one that promotes practice on lifelike models. It’s often used in cases when employees need some practice after they see a lecture or a demonstration.

10. Role-Play

With role-playing, trainees can practice what they’ve learned in a personalized and simulated situation. They can still fail, but with good content and safe role-playing, there won’t be any serious consequences.

11. Simulation

Simulation becomes more affordable every day. As such, it’s commonly used for training that is considered costly or dangerous if performed in a real environment. This is a safe way to practice what would otherwise be risky.

12. Stimulus-Based Training

Stimulus-based training is a bit unconventional, but it’s becoming more popular as time passes. It’s a widely applied method that might make trainees a bit uncomfortable but can also enable them to acquire thorough knowledge faster than the other methods of training described here.

13. Team Training

Team training has a big and important goal: to connect a team. As such, it doesn’t focus on trainees as individuals like the previously discussed methods; rather, this method is used to connect team members and make them more engaged in their training and work.

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CUSTOMER SATISFACTION

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TRAINING

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Please review and r ng customer orientation in Neutron.

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PROCESS VALIDATION

Due to the establishment of
an integrated quality management system
Please review and r ng customer orientation in Neutron.