What are the different types of training to improve employee performance?

"Everything comes with a cost." Before getting any job, we have to understand the entire journey of the process. Similarly, once the employee gets into the Job: Training is required to get the desired output within stipulated time. This starts with a Classroom (Physical Training) where the nitty gritty needs to be taken care off. The process starts with (Number of days) allocated for the training in which the company foundation, overview, types of products, their competitors, pros and cons everything should be discussed meticulously during that period. After the basic classroom (Foundation training), the employee should be taken for the OJT (on the job training) where the real testing should be tested in the practical format.

The 70:20:10 approach advocates the "On The Job" learning approach. 10% - Traditional Leaning/Theory/Concepts 20% - Informal Learning/Peers/Social Circle 70% - On the Job Coaching The adult learning concept says that, 70% learning happens while we practice the learned theory/concept in actual scenarios.

Theoretical part with no practice is a limited knowledge, there is no execution, practice without knowledge reinforces memorize processes instead of understanding them. Theoretical knowledge makes easier to assimilate practical processes and viceversa.

It is useful to have an employee handbook available from the get-go, detailing (with pictures) on how to use different programs in the company) and for an employee to refer to if they are using a system.

Hopefully you can teach an "old dog, new tricks". In my current job my bosses are younger than me but I think they value my experience. I value their mentorship in their experiences and together I believe we make a formidable team. I am learning on-the-job, which I didn't think I was going to need to do, but I didn't know what I didn't know. They have provided training, goals, metrics, guidance etc, basically everything I need to be successful. Now this old dog is doing everything in my power to not let them down. There is so much I have NOT been exposed to in my 30+ year career, and for me it has been exciting going down this learning journey. As mentors take the time to lay it out and work with the trainee. You may be surprised.

Classroom training is good for jobs that do not require machinery, vehicles, or tools. This shows the new employees what to do and how to do the job safely and effectively. It reduces wasted supplies or parts that could be damaged due to wrong use in actual job proceedures.

The best thing we are doing in my organization is ensuring our leaders understand what exactly “managing performance” is. We have staff learning opportunities that apply real life work application for leaders to discuss their perspectives on performance mgt vs what it actually is and how they can do better.

Este método tradicional envolve a realiza??o de palestras, apresenta??es ou workshops para um grupo de funcionários em um ambiente de sala de aula. Ele proporciona aos funcionários a oportunidade de adquirir conhecimento teórico, interagir com instrutores e colegas, e participar de atividades e discuss?es. No entanto, pode ser demorado, caro e inflexível, e nem sempre é envolvente, relevante ou prático para os funcionários.

Firm believer of classroom style training with interaction. We use this quite often and it has proven success. We added interaction exercises which brought staff out of their comfort zone.

In my experience classroom training is most effective when delivered by the company that the employee works for, as it is based on what the company wants in their policy and procedures, each company is slightly different and so the training loses some importance when not based on the company.

I'm a strong advocate of quality classroom training facilitated by qualified subject matter experts who interact with learners, ensuring knowledge retention through class exams upon completion. One problem with on the job training (OJT) is we currently have new people training new people, which in the power generation industry can be risky. Online training (or E-learning) is a cheap way for employers to accomplish a minimal level of generic and impersonal training simply to fulfill a training requirement. Classroom training is one of the best ways to build lasting professional relationships and networks within the organization. It's a costly investment, but well worthwhile.

Making a friendly atmosphere is very important in online training. We can ask many questions based on a training course roadmap and get a lot of answers and feedback to have an productive and dynamic training.

The key to effective online training is a cameras-on requirement. To be seen is to be present. All of my online training requires a camera. When participants see how this improves communication, they go back to their teams and turn on their cameras. In doing so, others are prompted to do the same. We need to be present to engage.

Hand’s on experience will add value and great exposure to perform the best. An opportunity for counter challenges immediately

With the rise of digital technology, online training has become increasingly popular. It involves accessing training materials, courses, and resources through the internet. Imagine logging into a platform from your computer or mobile device to watch instructional videos, complete interactive modules, or participate in virtual simulations. Online training offers flexibility, allowing employees to learn at their own pace and convenience, which is especially beneficial for remote workers or those with busy schedules.

Training should be combination of all possible methods it is not just off line or online or hands on job.. every time it should be combination of all these

Blended, or hybrid, training is particularly beneficial for a multigenerational workforce as it caters to diverse learning styles and technological comfort levels. Older generations might prefer traditional face-to-face interactions, while younger ones might be more comfortable with digital content. By offering a mix, blended training meets the needs of all age groups, promoting inclusivity and knowledge transfer across generations. Blended training adapts to individual needs, fosters continuous development, and prepares employees effectively for their roles.

Blended training is an excellent way to have the best online and classroom training benefits. Online training allows participants to learn the basic theory required before going to classroom training, enabling participants to have the same knowledge and do further research on specific topics, enriching the interactions between participants and instructors at the classroom training. More than a theoretical approach, classroom training can focus on activities where participants can discuss, practice, and apply the skills and behaviours they are trying to learn.

In my experience, blended training offers a harmonious blend of online convenience and interactive classroom learning, catering to diverse learning styles and needs. This approach enables personalized content delivery and assessment, harnessing the strengths of both online and offline training. However, coordinating and integrating the components require careful planning and seamless communication. Additionally, blended training may not be suitable for all learners or topics, necessitating a thoughtful approach to ensure effectiveness and inclusivity.

Esta abordagem híbrida combina elementos online e presenciais. Permite aos funcionários desfrutar da conveniência e flexibilidade do aprendizado online, ao mesmo tempo em que mantém os aspectos sociais e interativos do aprendizado em sala de aula. Além disso, oferece a oportunidade de personalizar o conteúdo, a entrega e a avalia??o de acordo com as necessidades e preferências. No entanto, requer maior coordena??o e integra??o entre os componentes online e offline, e pode n?o ser adequado para todos os alunos, tópicos ou objetivos de treinamento.

Immediate Feedback: Employees receive immediate feedback during experimental training activities, enabling them to assess their performance and identify areas for improvement in real-time. This timely feedback loop promotes continuous learning and skill development, leading to enhanced performance outcomes.

Nada como vivenciar na prática o que você precisa fazer no dia a dia. Claro que com acompanhamento, orienta??o e com a possibilidade de errar, e sem ser penalizado, afinal o propósito ali é aprender com a prática.

While Experiential Training is most appropriate for emerging technologies, it can become even more relevant if augmented with a continuous simulated training model. (COSTM) The pace at which changes and innovations are happening today simply makes knowledge or skills acquired insufficient or worst still, irrelevant very quickly. Hence, developing a COSTM framework that captures current industry developments, use cases and lessons learned repository for upskilling staff will protect the organisation from many a risks. Best example of COSTM would be Cyber Security Awareness ( Dos and Donts) for staff at all levels in the organisation who have access to information assets.

I think employees just need empowerment in their jobs and in decision making. We need less micro-managing, as these are adults, and more freedom for people to express themselves into their roles and responsibilities. I don’t know if that’s a training thing but maybe management and leadership need this training to allow employees the space to make the workplace their own.

In my experience, experiential training is positive for the employee, productive for the project and valuable for the business. @medicorum360 we do this effectively with ‘shadowing’ of colleagues, having cross-functional meetings, and most importantly we have created an environment that is one of mentorship. This environment allows our teams to work collaboratively on projects, assigning tasks to each other while allowing each team member to have ownership of a specific piece of the project. We approach mentorship as a 360 approach rather than a “top down” approach. This engenders teamwork, respect, collaboration and a truly productive environment for us to all learn from each other.

Everyone's learning path is so different. Understanding one's path is crucial to the success of their absorption. I often find that the best way is to ask the team members what is their preference in how they learn. Setting an example for others is important as well. People want to be taught by ones who care and demonstrate.

Bottom line with onboarding...it is the foundation for how successful a person becomes. It takes an all-in mentality between HR, Onboarding Teams, Leadership, and the Team the person will eventually land on. The better aligned the organization is, the better the onboarding experience. Also...you should ALWAYS make the new person feel welcomed on their first day because it will ALWAYS be remembered. Balloons, signs, clean desks/workstation (nobody wants to see the remnants of employees past), lunch if you can do it. All of it is critical and will not be forgotten.

In my experience, fostering continuous learning through on-the-job experiences has proven to be one of the most effective methods for improving employees’ performance. Here’s why: 1. Hands-On Experience: Engaging in tasks and projects in a real work environment provides employees with hands-on experience, helping them develop practical skills and confidence in their abilities. 2. Hands on training also Encourages Collaboration: On-the-job learning often involves collaboration with colleagues and teams, fostering a culture of knowledge sharing and collective problem-solving.

The best way to train employees sometimes (Based on need, gap, time, resources etc) is a Capstone Project. Bring employees together and simulate a project for them. The best way Employees engage better in a learning opportunity is when it is practical, fun and also involves a bit of competition with other employees. This also provides great similation of real-like / real-life scanarios. This works best for employees with 2+years if experience in their respective fields. This project could also be clubbed with other Training methods mentioned in the article

Game-based Learning - Introducing a board game could be a great choice. Games with specific learning outcomes and options to appreciate learners on their progress could work wonders.