

Disha Gupta
In the ever-evolving landscape of the modern workplace, the significance of effective employee training has grown exponentially. As organizations navigate rapid technological advancements, shifting market demands, and dynamic skill requirements, the methods employed to educate and empower their workforce have become paramount.
In this article, we delve into a comprehensive exploration of diverse training methods, ranging from traditional classroom settings to cutting-edge technological innovations. By uncovering the strengths, limitations, and applications of each method, we aim to provide insights that empower organizations to design training programs that foster continuous learning, skill enhancement, and adaptability in an ever-changing professional landscape.
Employee training methods refer to the various approaches and techniques used to educate and develop employees’ skills, knowledge, and competencies. These methods are designed to enhance employees’ job performance, job satisfaction, and overall effectiveness within an organization.
Employee training methods encompass a wide range of strategies, from traditional classroom-based training to modern technology-driven approaches. The choice of training methods depends on factors such as the nature of the content, the learning objectives, the target audience, available resources, and the organization’s goals.
Here’s our collated list of different employee training methods for you to choose from.
eLearning or remote training has become one of the most recognized employee training methods, especially in the post-pandemic world where employees are remote and can’t attend in-person training sessions. eLearning enables employees to learn from the comfort of their homes, according to their individual learning styles and needs.
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There are many types of eLearning tools to assist L&D teams in creating, managing, updating, and facilitating effective training programs.
Here are a few resources to find the right L&D tools for your organization’s contextual learning needs:
On-the-job training enables active participation for employees by allowing them to learn in the flow of work. It’s one of the most effective employee training methods to teach a new software application or process via in-app and on-screen walkthroughs and guides that help users navigate different application features and tasks. The end goal of on-the-job training is faster user adoption of new tools or newly released features.
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TIP: Digital Adoption Platforms are an in-app guided learning tool with no-code options that can be deployed to quickly produce learn-by-doing content in multiple formats and cut the content creation time. Whatfix’s interactive on-the-job eLearning solution augments your training by helping employees learn while doing within the business application.
The Whatfix Digital Adoption Center of Excellence (COE) program is built for personalization. We work with customers to optimize training time by creating role-specific tasks.
Instructor-led training is one of the most traditional and popular types of employee training techniques that mimics physical classroom spaces with an instructor present to lead the training session. This usually occurs using a lecture-style presentation with supporting visual components.
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This technique is when a learner and an instructor both act out their roles in potential workplace scenarios. This method is most effective for employees whose job roles include direct client or customer interaction, as it gives them some experience in handling difficult situations with customers (ie. think call center training.)
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The coaching method involves an experienced professional – a supervisor, mentor, or veteran employee – who mentors or coaches an employee on specific job tasks and responsibilities. The method can be implemented both in-person or virtually, making it ideal for both in-office and remote workforces.
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Simulation training lays out different scenarios that allow employees to practice tasks that mimic the actual work of their specific job’s role. This is an ideal training method for employees working in high-risk or high-stakes fields such as pilots or doctors. Many times, simulation training is mandated by the state or federal government and it’s called compliance training.
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Collaborative training is a methodology where employees share their knowledge and expertise, teaching and learning from one another at the same time. This technique helps enhance the overall training experience for employees by capitalizing on their skills, ideas, and knowledge.
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Video training is one of the most effective employee training methods to engage employees and deliver sophisticated learning experiences at a lower cost than traditional training. Creating training videos for employees enables them to digest information in an easy-to-understand format that is easier to retain, and that employees are able to go back and watch at any time.
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Cross-training involves teaching an employee hired to perform one job function the skills to perform new job functions. This allows them to offer support in the time of need instead of having to outsource work. Employees find cross-training beneficial for their personal growth as it makes them learn new skills to enhance their value within the organization, or switch to a role that they feel is more aligned with their career aspirations.
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Job shadowing allows employees to follow and observe other professionals working in different job functions to gain insight into their work area. It is also implemented to allow lesser experienced individuals to work alongside experienced professionals to sharpen their skills from those who have already mastered them.
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With the case study method, employees are presented with a real or fictional complex situation to analyze and use as a reference for their solutions. While cases vary in complexity and detail, trainees should be given enough data and information to analyze the situation and come up with their solutions.
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Peer-to-peer learning is a mutual learning strategy that involves participants of the same level engaging in collaborative learning. This type of learning allows employees to work through new concepts and share ideas with their peers working on the same project. The opportunity to teach and be taught by one another is an effective way for organizations to grow stronger employees that work together productively.
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Spaced learning breaks down long employee training programs into several sessions or modules of shorter durations, with spaced intervals in between. Parts of these sessions are reintroduced multiple times over the course of the next few days or weeks for learners to recall information, driving long-term knowledge retention.
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Gamification in training incorporates gaming elements such as points and badges into training courses. By leveraging psychology, gamified training engages learners and makes them more willing to take on repetitive tasks despite the risk of failure. Gamification of training has been shown to increase employee performance and the adoption of new software.
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Mobile learning (or mLearning) refers to the process of online learning via a personal mobile device such as smartphones, tablets, or laptops. This training method empowers learning on the go, enabling users to access content whenever and wherever they want.
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Blended learning combines the best of two training environments – traditional face-to-face learning and eLearning – to meet the evolving needs of new-age learners.
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Microlearning is an approach to learning new knowledge that breaks learning content into small, bite-sized information modules. Smaller learning sessions provide all information necessary for learners to achieve a specific training objective in a short window of time, making microlearning valuable in business contexts.
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Here are a few factors to consider while choosing the right training method for your employees.
The learning objectives and content of the training are fundamental in determining the appropriate training methods. Different methods excel at achieving certain types of objectives.
For instance, if the training aims to teach technical skills, hands-on methods such as simulations or on-the-job training might be effective. On the other hand, for theoretical concepts, eLearning or instructor-led sessions work well. The content’s complexity, depth, and practicality influence which method aligns best with the desired learning outcomes.
Understanding the preferences of their learners is vital for L&D managers. People have different learning styles, some respond better to visual content, while others prefer interactive discussions.
Gathering information about how your learners like to learn guides you in selecting a method that resonates with them. Catering to your learners’ preferences enhances engagement, motivation, and the effectiveness of the training.
Consider the logistics of training, including where and when it will take place. If your workforce is geographically dispersed, virtual methods might be more suitable. Accessibility is also crucial—can employees easily access the training content? Ensure that the chosen method aligns with participants’ availability and accommodates their schedules, especially for remote or shift-based workers.
Different training methods come with varying costs in terms of both money and resources. Some methods, like eLearning or mobile learning, might require investments in technology and content development. Others, like instructor-led training, might involve hiring trainers and renting physical spaces. Assess your organization’s budget and resource availability to choose a method that aligns with your financial capabilities.
In an era defined by rapid technological advancements and the ever-growing need for skill agility, the integration of Digital Adoption Platforms (DAPs) marks a transformative shift in the landscape of employee training. As organizations strive to empower their workforce with the skills and knowledge required to navigate complex digital environments, DAPs emerge as catalysts of success. By seamlessly guiding employees through software applications, offering personalized learning experiences, and providing insightful analytics, DAPs not only bridge the gap between training and application but also foster a culture of continuous learning and growth.
As we conclude this exploration into the realm of employee training methods, the incorporation of DAPs stands as a resounding affirmation that innovation in training methods can pave the way for empowered, efficient, and adaptive workforces, equipped to thrive in the dynamic landscapes of today and tomorrow.
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