Approaches to Training and Development

Which method is best for your organization?

  1. Reactive Approach

The traditional approaches to training can be generally termed as reactionary, driven by tactical delivery of technical skills in bricks and mortar, classrooms trainings and where training is seen as an event-oriented activity.

2. Proactive Approach     

In the learning organization this approach aligns all learning activities with the corporate business strategy, and its focus is on developing competencies.

3. Active Learning Approach

In this approach, trainees play a leading role in learning by exploring issues and situational problems under the guidance of their facilitator. The trainees learn by asking thought provoking questions, searching for answers, and interpreting various observations made during the process. The active learning approach has its lasting impact on learning since it helps in long-term retention and finding better solutions in the challenging situations.

In today’s fast paced world, continuous learning is essential to success. Individuals need to learn to succeed in life and at work. Companies need to ensure their employees continue to learn, so they can keep up with increased job demands and so the company can gain or maintain competitive advantage.

Training and career development are very vital in any company or organization that aims at progressing. This includes decision making, thinking creatively and managing people.

Training and development is so important because –

  • Helps in optimizing the utilization of human resources.
  • Helps in increasing the productivity of the employees.
  • Helps in creating a better corporate image.
  • Helps in inculcating the sense of team work, team spirit, and inter-team collaborations.
  •  Helps in improving the health and safety of the organization thus preventing obsolescence.

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