6.4 Methods of Delivery

1. On-the-Job Training

On-the-job training is training that is performed on the job to teach the employee their job. A supervisor or another employee may teach the employee the skills and knowledge of the job. There are a series of steps involved in on-the-job training that include:

1. Employee is given an overview of the training presented.
2. The supervisor or trainer will demonstrate the skills to make sure the employee has a good understanding of the task/skill expected
3. The employee “mirrors” the demonstration.
4. This process is repeated over and over (demonstration and “mirroring”) as practice until the employee is confident in completing the task/skill.
5. At each repetition, the supervisor or trainer will offer feedback to the employee on their progress.

On-the-job Coaching (another term for on-the-job training)

On-the-job coaching is one way to facilitate employee skills training. On-the-job coaching refers to an approved person training another employee on the skills necessary to complete tasks. A manager or someone with experience shows the employee how to perform the actual job. The selection of an on-the-job coach can be done in a variety of ways, but usually, the coach is selected based on personality, skills, and knowledge. This type of skill training is normally facilitated in-house. The disadvantage of this training is that success revolves around the person delivering the training. If he or she is not a good communicator, the training may not work.

Job Shadowing

Job shadowing is a training delivery method that places an employee who already has the skills with another employee who wants to develop those skills. Apprenticeships use job shadowing as one type of training method. For example, an apprentice electrician would shadow and watch the journeyman electrician perform the skills and tasks and learn by watching. Eventually, the apprentice would be able to learn the skills to do the job alone. The downside to this type of training is the possibility that the person job shadowing may learn “bad habits” or shortcuts to perform tasks that may not be beneficial to the organization.

Job Rotation

Job rotation or cross-training is when employees move from one job to another job.  It may be used to teach the employee many different jobs within the company, to enhance the employee’s career and avoid burnout.  It may also serve the company as a way to cover jobs during illnesses, vacation, or when an employee leaves the company.

Apprenticeships

Many of us are familiar with apprenticeships such as electrical, plumbing, and hair stylist. The employee learns on the job through various experiences. Some of the apprenticeship is spent in the classroom, and other learning takes place on the job. The employee is paid while on the job.

Internships

The person is offered practical work experience in their chosen field of study at school. This offers the student an opportunity to explore careers and learn new skills.  Some internships are paid, while others are unpaid.

2. Off-the-Job Training

Off-the-job training is another way of saying classroom training. The training may be in a physical classroom, online classroom, or self-directed training (online).  Employees are generally paid to leave their jobs and participate on the training to learn new skills/knowledge. Training is delivered through various techniques that include:

Lectures

Lectures are when an expert in the field of study delivers oral prepared lectures to the learners. Lectures generally present new information about a product or service. They convey important information, background, theories and concepts. To ensure the participants are learning the materials, it is important that the trainer not lecture for long periods of time. The trainer may break the lecture up into lecturettes or small bits of information. Then, the trainer would ask the learners questions and engage them in learning. Learning is improved when the participants discussions are prompted by the trainer.

Videos

Videos accompanied by other teaching methods enhances learning. They inspire and engage the participants, helps them to problem solve, and apply learning through real examples. Videos integrate the new knowledge or skills being taught and can bring new ideas to the classroom for discussion.

Simulations

Simulations are models used to teach participants how to “do” something. A simulation mimics a real-life experience and allows the participants to practice. An area within the company or a simulation lab is set up similar to the work station of the employees. They participants can practice learning without fear of making mistakes, or costing the company lost revenue. The participants tend to be more engaged when actively learning. Emergency workers use simulated learning to help them prepare for emergencies.

Role Plays

The participants are actively learning by taking on a role in a scenario. Often role plays are used to change attitudes and help to develop communication skills.  The learners imitate one of the characters in the role play. Participants are encouraged to think on a critical level with complex situations. Job search applicants may be asked to role play an interview in a mock interview with a trainer to develop skills in answering common questions asked in interviews.

Case Studies

A case study is an in-depth and detailed case where participants examine a situation. The case study is hypothetical; however, may mimic a real life situation. It tells a story with specific characters. Students will apply knowledge learned from theory to have a better understanding of the topic. The case study will include key concepts that the participants will analyze, and often need to find solutions to problems. Students in college will often complete case studies as assignments after learning their materials about specific topics.

Self-Study

When participants are on their own to learn, rather than being taught by a trainer is considered self-study. The participants are in charge of their own learning, with no supervision. Participants can learn at their own pace and speed. They may wish to explore certain topics that interest them that would not be as in-depth in a classroom training. Self-study is popular in organizations related to health and safety topics such as WHMIS (Workplace Hazardous Materials Information System.)