Developing the Plan

by Bettyann Rogers (July 27, 2017)
 

Scenario approach #1: Receptive presentation
One of the most common ways of constructing and training is through presentation. As there are various ways, methods, and tools for delivering presentations. Still, Stolovitch et al. (2011) refers to four training approaches; first is receptive training, directed training, guided discovery, and exploratory learning (Stolovitch & Keeps, 2011). One of the oldest presentation method is lecturing.
 
Lecture presentation can include audio and visual techniques, as well. Lectures can comprise guided speakers, student panels, and presenters (Noe, 2013). All three of these examples demonstrate different types of lectures methods that can be used for training. For example, traditional classrooms can utilize various forms of presentations tools for their lecture. Slide shows, videos clips, movies, workbooks, and audio DVDs are some examples, which have been used to deliver lecture material (Noe, 2013). In short, a lot of these tools are used for trainers to relate information directly to the trainee, allowing them to process information and solve problems.
 
Scenario approach #2: On-the-Job training
Another training method commonly utilized is the hands-on methodology, and “on-the-job training” is an example of this formal training (Noe, 2013). The training involves managers, supervisors, and staff members to help train new employees (Noe, 2013; Stolovitch & Keeps, 2011). It's a good way to “cross-train” (Noe, 2013) employees; and, train people how to manufacture new products. Consequently, “on-the-job training is a good way to pass information from the trainer to the trainee that requires the trainee to be more active and involved in the learning process, than receptive presentations (Noe, 2013; Stolovitch & Keeps, 2011). 
 
According to Noe (2013), “on-the-Job” training can commence as apprenticeships, direct hands-on practice learning, and other forms mentoring programs, in which, the trainee is taught how to do “day to day” on the job tasks (Noe, 2013). And, because trainees are getting information that they will be applying to the job, they tend to be more motivated (Noe, 2013). In short, the information tends to be very focused and relevant.