Contemporary companies view employee training as a vital component of human relations to develop an agile human resource team. The extent of the training’s effectiveness depends on the types and styles of strategies and teaching approaches utilized. One needs to know all the stuff about learning style variation and how to attain desired learning results to be able to devise training methodologies and delivery types. This paper analyzes the associations between different training approaches and the training’s delivery. The selection process and its pros and cons are examined in this research to help create and administer effective training programs.
Training and Delivery Methods Selection
Soft Skills Training
Soft skills training yields effective teamwork and workplace communication through imparting interpersonal, communicative, and behavioral skills. Training here involves people in emotional intelligence, conflict resolution, collaboration, leadership, and customer service. Although soft skills are often underestimated, they are now appreciated equally with technical skills and are a fundamental component of organizational success. Participation in soft skills training will enable people to communicate, socialize, and navigate their way in heterogeneous teams effectively. Through these learning environments, workshops, role-playing, case studies, and group discussions enhance experiential learning and skill growth.
Managerial Training
Managerial training prepares individuals for leadership and the supervisory role it entails in business operations. Strategic planning, decision-making, delegation, performance management, and dispute resolution are among the topics covered in the training. The team leaders, key change agents, and company performers must undergo a managerial training program. With the help of theoretical background, practical tools, and real-world problems, learners can master management approaches and methods. It is tailored for managers who want to improve or those who are already performing in their roles. Management training programs use workshops, seminars, case studies, simulations, and coaching sessions.
The selection of on-the-job coaching as a delivery method for soft skills training is underpinned by its capacity for personalized and experiential learning, as emphasized by Baron & Morin (2020). The speed and intensity of performance appraisal give workers the chance to improve their social skills such as communication and cooperation on how they have handled it in the context of real work (Baron & Morin, 2020). In addition, Smiths and Johnsons remind us not only about the soft skill coaching for those but also invites self-consciousness and behavior adjustments. Workers would be in a position to deliberately practice using the skills they had learned and hence, embedding the comments acquired into daily job operations, ultimately leading to enhanced competence and retention.
In contrast, the study by Sharma & Garg (2019) identified online training as the most effective measure of managerial training mainly due to its flexibility and scale. Through the Internet, all types of multimedia presentations are made available and many of such platforms provide adaptive learning styles and preferences of individual managers (Sharma & Garg, 2019). Furthermore, using the internet for education provides for background self-paced learning, which facilitates ease of access to the training materials anytime without interfering with one’s working hours. Through web-based platforms, managers are given the opportunity to gain the theoretical knowledge, practical skills, and managerial competencies that they need today to be effective and decisive in the ever-changing business sphere.
Pros and cons
Matching training techniques with delivery modalities has pros and cons. Soft skills training and on-the-job coaching let students practice new abilities in the workplace. Immediate coach input improves learning and skill development. Personalized coaching sessions can improve soft skill comprehension by meeting individual learning demands. However, on-the-job coaching takes time and requires scheduling and coordination resources. Its low scalability makes it difficult to apply across large or geographically distributed teams. On-the-job coaching also depends on the coach’s experience, which may cause training quality variations.
On the other hand, the Web-based method of training is a powerful tool for managerial training because it is flexible and allows learners to access training at times and rates that suit them best. One of the major benefits of online learning systems is their scalability. These systems can easily serve an unlimited number of learners at the same time. The other major benefit is that the training through the web gives a lot of savings since it’s no longer necessary to pay travel expenses and to hire venues for class sessions. Nonetheless, one of the most notable barriers could be the absence of immediate feedback, something that could negatively affect students’ ability to address things they are uncertain about or questions that may be hindering their learning process. Technical problems, like internet interruptions or platform flaws, could cause a learning process interruption and make the learning unsteady.
Conclusion
The fact that creating successful human relations training programs necessitates consideration of the most optimal training approaches and modes of delivery is very clear. By integrating both on-the-job coaching with soft skills training and web-based training with management training, the business may enhance its strengths and eliminate its weaknesses. Internet-based managerial training typically is more flexible, scalable, and inexpensive; simultaneously, on-the-job training offers practical experience as well as personalized feedback for soft skill refinement. All these methods are not without their drawbacks, for example, time commitment in on-the-job training and lack of feedback in web-based training. Organizations can well attain training effectiveness and give staff members the abilities they need to progress in the ever-changing business landscape by looking into these factors and using best practices.
References
Baron, L., & Morin, L. (2020). The impact of executive coaching on self‐efficacy related to management soft skills. Leadership & Organization Development Journal, 31(1), 18-38.https://doi.org/10.1108//lodj
Sharma, S., & Garg, S. (2019). Literature review on Web-based training in the workplace, 2010-2018. On the Horizon, 24(2), 166-174. https://doi.org/10.1108//oth
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