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Three major approaches to training evaluation: quality ascription, quality assessment and quality control are highlighted.
Training objectives studied were knowledge acquisition, changing attitudes, problem solving, interpersonal skill development, participant acceptance and knowledge retention.
As a traditional training method, on-the-job training includes job rotation, coaching, and action learning, whereas the main elements of off-the-job training (offside training) are case-study, games, external seminars, Internet-based seminars and conferences, university-related programs, role-playing, behavioural modelling, Internet educational portals, and behavioural modelling.
The main elements of electronic training are computer-based training, video-conferencing, electronic performance support systems, tele-training, learning portals and others.
Moreover, Behaviour Modelling has also been identified as an important element of training and development programs and Dessler (1984) informs that behaviour modelling includes three following components: a) Showing trainees the right (or “model”) method of performing a task b) Giving opportunities to trainees to perform in this way c) Giving feedback on the trainees’ performance.
Strengths of behaviour modelling as an element of training and development scheme is that many skills can be taught by at the same time by using them, and this option is not available in many other training and development elements.