Training Methods for Employees

Training and Development play an important role in the overall growth and development of an organization. There are several aspects to be kept in mind while considering the traditional practices of employee training that we know of. To mention a few - the process of training, the training environment, pricing, trainer engagement, the relativity and the training requirement.
With changing time, we also need to consider newer aspects of training and development methods. Just like the need of the hour has drastically transformed, behavioral aspect of manpower has also transformed. Several factors have taken a dominant position and influence the process.
Let’s take a deeper look at the different kinds of training requirement that have evolved in recent times, to understand them better.

Training & Development Program
  • Case study – This is a real-time based training where trainees are given a chance to solve a problem on their own, thereby, enabling them to learn how to solve it.
  • Game based – This involves engaging the employees with games comprising of learning matter related to the training. Employees here stay occupied with the task since it results in winning the game.
  • Internship based – This entails experiential learning while performing the tasks of the desired job-role. It is usually mentored and supervised by a senior in the system.
  • Job rotation – Requires engaging oneself to a different set of jobs while performing the existing tasks in one’s job role.
  • Job shadowing – As the name suggests this kind of training necessitates close observation by the trainee of a particular set of tasks being performed by an experienced senior.
  • Lecture – This is when the propagation of training topics is done by communicating the same verbally.
  • Mentoring and apprenticeship – In this training method a junior employee is mentored individually by a senior member of the organization and apprenticeship refers to his acquisition of skills.
  • Programmed instruction – As evident from the name this kind of a training involves electronic media through which programmed instructions are passed so as to enable the learning process.
  • Role modeling – Involves the demonstration of skills in front of a team of observers.
  • Role play – Here the trainee plays the desired job role where a set of situations are framed so as to enable him to act in accordance.
  • Simulation – Enabling a person to acquire a skill through repetitive practice with the help of simulators.
  • Stimulus based – Training with the help of some kind of prompt or incitement related to the training habitat so as to motivate the trainees and enable them to learn.
  • Team Training – Here a group of people gets involved in the process of learning by helping each other. This could focus on knowledge sharing or on individual skill development.

A Learning Pyramid

A learning pyramid, also called the cone or pyramid of learning, the cone of experience, the learning cone, the cone or pyramid of retention, is basically a modular representation of the kinds of training and their effectiveness in the long run. It includes auditory, visual and kinesthetic aspects of training. The ranking order in a Learning pyramid stand like – Lecture, Reading, Audio-visual, Demonstration, Discussion, Practice doing and Teaching Others. Wherein Teaching Others holds the highest rank in the order.

Technology in Training

The incorporation of technology in training has led to huge advancement and ease. Today we cannot even imagine training without using technology.

  • Technology personalizes the training experience. Training modules can be framed in accordance to individual needs, retention and application of the same can be tracked, enabling convenience in framing, delivery and application.
  • Remote supervision and mentoring are made possible through the use of technology in training. Training materials, instruction and feedback can all be dispersed virtually.
  • Enables use of tools for analysis of trends to formulate a training, progress, retention of learning and track individual application.

To sum up, the basic things that need to be kept in mind while framing and conducting an employee training will be analyzing the need, relativity of the topics chosen, retention and applicability of knowledge gained and finally achieving the goal through enhanced skill development and performance.


Asian College of Teachers (ACT) undertakes a continuous review of its teacher training courses to ensure imparting high quality education. However, there might be circumstances outside of ACT’s control which might affect its stakeholders like if you are planning to teach in a different country, applying for a teaching license, pursuing higher studies or trying to get the certificate approved by the Ministry of Education (MoE) of a particular country then you can do so with the certificate issued by Asian College of Teachers (ACT). However, each country’s Ministry of Education (MoE) or educational bodies set certain standards that are indispensable for the pursuit of higher studies or teaching in schools in that country. So it can be a possibility that you may be able to use the certificate for higher studies or teaching purposes in one country and not in another. Therefore, we strongly recommend that you investigate thoroughly and check with the relevant authorities regarding the acceptance of the certificate issued by us before you enrol on a particular course. ACT strives to offer high-quality education and its certificates can be valuable for various purposes internationally, but still it is crucial for individuals to verify the specific recognition of the certificate in the country they intend to use it, especially for formal education or professional licensing purposes. This approach ensures that the stakeholders make informed decisions regarding their educational and career paths.

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