CHAPTER 7: TRADITIONAL TRAINING METHODS

In previous chapters, we learned important aspects that results in an

effective training, from learning about learning outcomes to learning
environment to elements that lead to the transfer of training and so
on. Now the actual working takes places where we ultimately have to
choose one or more training methods for our training program. The
coordinator and all responsible for arranging a training have difficult
task of choosing an appropriate method from a wide rang of training
methods. Apparently this may seem to be a job of choosing either
head or tail but no it requires thorough analysis of which method will
result in a desired change in ones trainees job performance, attitudes,
skills, team work performance and so on.
Therefore, the organizer has to analyze each of the available option
keeping in mind the available budget, amount of time available,
effectiveness, percentage of transfer of training, required learning
outcomes and present learning environment in the organization.
Broadly, traditional training methods are divided in to three categories
apart from technology based training methods, these are mentioned in
brief below:

PRESENTATIONAL METHODS:
In this group of training methods trainees are passive recipient of
information delivered by an instructor that may be present in person or
via his or her videos recorded or real time etc.

• LECTURE is the most common method in use all around the world
and even after so much of advancement in the modes of
transferring information; the significance of this method has not
yet completely diminished in use.
• AUDIOVISUAL TECHNIGUES if utilized in an instructor led training
method it will decrease the disadvantages of the latter training
methods to a larger extent.

HANDS ON METHODS:
In this category, those of methods are included in which trainee is
actively involved in learning and transfer of training is almost 90%
confirm if appropriately customized to the respective learning needs.
• On the job training method is quite common, effective if
structured properly and takes shorter time to transfer what was
learned in training to the workplace
• Apprenticeship training is really a well planned by the
administrative of the organization. One of the examples of this
type of training is that of a barber who works with master barber
for a specified period, learning the skills and earning at the same
time.
 • Simulations although requires high development cost but if fitted
to the learning needs it will be highly effective type of training
method.

GROUP BUILDING METHODS:

These methods are primarily focusing on the development of
teamwork effectiveness. Such training methods are utilized by those
companies whose working involves coordination, morale and
cohesiveness among teams of employees e.g. on airplanes
manufacturing companies or dealing with airlines dealing with
surgeries but specific methods are useful in developing management
teams etc.

• Adventure learning might be more evident in foreign countries

where they develop team spirit by means of metaphors. Through
participation of team in a cooking class or trust falls they teach
the trainees the significance of teamwork
• Action learning is highly customized method of training and
companies have experienced huge profits due to the application
of such sort of method but comprehensive evaluation has not
been conducted yet to tell the resulting amount of learning and
transfer of training.

In conclusion this chapters initiates the practical and evident issues to

handle while preparing training program and yes these all above
mentioned training methods can be equipped with technology based
training methods to make it more effective and reduce its overall cost
but it definitely depends on the demands of the organization and so
on.