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Essay / Research Paper Abstract
A 3 page paper that explains the traditional training methods of presentation, hands-on, and group/team building methods. An example is provided for each. Bibliography lists 4 sources.
Page Count:
3 pages (~225 words per page)
File: ME12_PG699835.doc
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Unformatted sample text from the term paper:
Workplace training has relied a great deal on the presentation method. Lecture or presentation style is the oldest and most traditional method of training. This is probably because it
is how we learned in school. Participants sit at desks or tables with a presenter at the front of the room lecturing to the group. The presenter will use charts,
blackboards, PowerPoint slides and other tools to explain the material (Burley, 2012). The lecturer provides information and administers tests and/or examinations. Reference materials are provided to students. Kokemuller (2012) commented
that this method works especially well when sharing company philosophies and providing background information but it can also work well to increase an employees knowledge about their job. With hands-on
methods, the trainee is actively involved in their own learning. Examples of the hands-on include simulations, role playing, on-the-job training, games, case studies, and behavior modeling (Burley, 2012). The
trainee learns by observing the instructor and then, doing the behaviors. Immediate feedback lets the trainee know how well they have learned the lesson and corrective action is taken (Burley,
2012). Trainees can ask questions to perform that skill better. On-the-job training is especially effective for learning new skills because the trainee has a coach with them (Kokemuller, 2012).
Simulations can be especially valuable and beneficial for salespeople. Gielda (2011) identifies four reasons sales simulations are more effective than other methods: they create a realistic environment to test what
if situations and provide a safe environment for making mistakes; they offer the context, content, and process that are relevant, realistic, and directly applicable on the job; they shorten learning
cycles because they provide immediate feedback; they drive business impact through strategic application of critical selling skills (Gielda, 2011, p. 53). A major medical device manufacturer was facing lowered sales
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