Business

Types of In-House Training Solutions

in house training solutions

In-house training provides a setup for the organization to teach their employees with the available expertise of the in-house training staff. The in-house training solution can be more cost-effective than an external vendor and more flexible than an outsourced program. In-house training will be seen as a good investment when you look at your return on investment.

There are more in house training solutions that companies and organizations can implement for their staff. These include;

Peer-to-peer training

It involves using one person’s knowledge to train another. This is a great way to share skills and experience and can be used in various situations. The main advantage of peer training is that it’s free but can also be time-consuming and require more than one person to carry out.

There are many types of peer training, including coaching and mentoring, where someone with expertise guides someone else through a task or process. Alternatively, you could use shadowing to learn how something works by watching someone else do it first-hand.

Classroom training

Classroom training refers to traditional face-to-face learning where an instructor teaches a group of students in a classroom setting. The instructor usually uses slides or handouts during these sessions, and they also provide feedback through questionnaires or quizzes after every section of the course. This method is widely used as it allows all participants to ask questions at any time during the session, making it easier for them to understand concepts better than if they were learning by themselves without guidance or support from an instructor or peer member.

Job aids and reference materials

Job aids are generally short documents that briefly explain or describe a particular task or activity. They are typically used as reference material for employees who have received standard training on the job. Job aids are often placed in the work area where workers will most frequently use them. Reference materials may include manuals, handbooks, policies and procedures manuals, instructional guides, and checklists available to employees when needed.

Practice sessions

Practice sessions can be conducted in person or virtually using computer simulations or video recordings of actual situations, e.g., emergency room scenarios. Practice sessions allow learners to try out new skills before applying them on the job. This method also allows them to ask questions if they get lost during a task and will enable instructors to evaluate how well learners understand what they have learned during training sessions.

In-house workshops and seminars

In-company workshops and seminars are a popular way to train employees on new skills or simply update their knowledge. These can be delivered either by an external trainer or your own staff, depending on the expertise required. The advantage of this method is that it allows you to tailor the content to your specific needs and budget.

Job aids and reference materials

Job aids are reference materials that help employees perform their job duties. They can take different forms, including manuals, checklists, flowcharts, and posters. A good job aid should be concise yet thorough enough to provide employees with all the information they need to do their jobs well. For example, a manual might cover performing a task from start to finish, while a checklist outlines all the steps necessary to complete the task correctly.

Reference materials are similar to job aids but tend to be more complex or technical than simple step-by-step instructions. They may include technical manuals or other documents that describe processes in detail so workers can understand how things work together. Reference materials may be stored in an employee’s office or on a computer network where employees can access them anytime.

On-the-job training

This type of training allows new employees to get up to speed quickly by providing them with the tools necessary to perform their jobs effectively immediately. It also allows them to ask questions while they’re working so they can understand why specific processes work the way they do. If an employee has never worked in your industry before, this training will help them understand how your workplace operates so they don’t run into difficulty.

Cross-training

Cross-training is a type of in-house training solution where different employees take on roles normally performed by others. For example, if you only have one person to perform a particular task, they could teach other employees how to do it. This way, if they’re sick or away on holiday, other people can cover their work and keep things running smoothly.

Internal courses

Internal courses are sets of structured learning materials created by your company specifically for its employees. You may choose to offer these courses as part of your employee benefits package, particularly if skills gaps need filling – or as a paid service for those who want additional learning opportunities outside of their day jobs. Internal courses can be delivered in person at your office or remotely via online modules and videos.

Blended learning 

A blend of formal and informal learning methods can help make learning fun and effective. For example, if you’re teaching someone how to use new software, you could have them watch a video and then practice using it on their own time.

E-learning 

E-learning is an online course delivered through an LMS (Learning Management System). The LMS will track who has completed each module and when they’ve completed it so that you know who needs more time and who has already mastered the material.

Corporate universities

These are often used by larger companies or organizations where many people need training on the same subject matter at the same time. They offer a range of courses over an extended period, like three months, and combine face-to-face with virtual learning methods.

Flexible learning 

Flexible learning is a form of blended learning that allows learners to complete their studies at their own pace, often using video tutorials or other digital resources. Learners may need some input from an instructor, but this will usually only be when they need help with specific aspects of the course or want to discuss their progress with someone else who has already been through similar training.

Conclusion

Building an in-house training solution is a challenge for any enterprise, but any business needs to commit time and resources to where there is a clear role. Understanding the company’s needs and selecting a training solution appropriately is essential. By doing this, businesses ensure that they can continuously train their employees with most suitable tools, helping them excel at their job and become more productive.

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