Learning Outcomes
If those criteria are driving your choice of training, here’s the link: Training Methods: A Review & Analysis. What is perhaps more valuable than the analysis is the prompt to look beyond the usual employee training method “suspects,” which generally include apprenticeships, internships, on-the-job training, lectures, job rotation, simulations and e-learning. To those, author Tony Lam adds: case study, games-based training, job shadowing, mentoring, programmed instruction, role-modeling, role play, stimulus-based training, and team training. The methods are defined, as in Lam’s review, briefly below:
To the disputed learning theory point: one of the frameworks that is often cited and, in fact, used as the basis for training method/program design or selection is referred to as the Learning Pyramid or “cone of learning,” which purports to reflect the rate of learning retention after a 24-hour period based on 7 different types of learning ranging in effectiveness from lecture (5%) at the top of the pyramid to teaching others (90%) at the base. Specifically, the model states that “We do better as teachers and trainers if we let learners see, hear, experience, try and teach it to others.” In a WorkSMART blog post titled The Myth and Mystique of the Learning Pyramid, the author notes that “the model could never be substantiated by research findings” and cites research commissioned by Cisco that concluded “ the optimum design depends on the content, context, and the learner [and that] most effective designs for learning adapt to include a variety of media, combinations of modalities, levels of interactivity, learner characteristics, and pedagogy.” Further research published in Education concluded that “for successful learning experiences, students need to experience a variety of instructional methods and that direct instruction needs to be accompanied by methods that further student understanding and recognize why what they are learning is useful.” Key takeaway: check your assumptions—and evaluate learning results—to arrive at your own conclusions about what works for different learners, learning retention and, ultimately, employee performance. Training with TechnologyTechnology and AI is not only changing the way we live and experience the world, it will change the way we learn, including employee training. In a HRTechologist article, staff writer Chiradeep BasuMalick observes thatAI will have three powerful impacts on learning and development:
Coming full circle, BasuMalick invites the reader to “imagine a future where AI instructional designers are taking charge of virtual classrooms, powered by real-time case studies and simulations.” Contribute!Did you have an idea for improving this content? We’d love your input. Improve this pageLearn More |