Disadvantages of Traditional Training Methods - Iloka Benneth Chiemelie

DISADVANTAGED OF TRADITIONAL METHODS OF TRAINING

PRESENTATION

Presentation refers to the traditional method of training where the trainees are passive receivers of the information. The disadvantages are as highlighted below:

1. The lecture method lacks participant involvement, feedback, and meaning connection to the work environment, thus inhibiting learning and transfer of training – this implies that, since trainee just have to sit down and listen to the trainer in the lecture method, they not actively involved in the training program and this can limit the amount of knowledge gained during the training program as trainees differ in the level of understanding.
2. Audio and visual techniques can lack creative approach – because audio and visual techniques requires certain level of competency, trainers that don't have the required audio and visual skill can overload trainees with information and unattractive designs that can hinder their learning.

HANDS-ON

This refers to training programs that requires trainees to be actively involved in learning. This normally occurs between manager of senior staff and new recruits.

On-the-job training (ojt) is normally associated with the following disadvantages due to its unstructured approach:

1. Managers and peers maybe use different approach in completing a work – for instances, the training might be done with tools that are designed specifically for the managers (e.g. CEO's computer) which maybe be different from that of the staffs. For instances difference in software where manager's computer runs on Mac and Staff's computer runs on Microsoft. This difference might make the training useless as different skills are required for operating different computer system.
2. Can result in poorly training employees – due to lack of standardized training format, employees might end up producing products that verify in quality and content because they have been trained this way. Sometimes the employees might clearly understand the demonstration and not offered adequate feedback. This can also influence their productivity negatively.

SELF-DIRECTED LEARNING

This involves allowing employees to take full responsibility for all aspects of the training section – that is when it is to be conducted, and who will be involved.

1. Trainees must be willing and comfortable to learn by themselves – this is a major disadvantage as a trainee's motivation might be based on numerous factors and change in his motivation might influence his willingness negatively. For instance, if the trainees is not monitored be might use the training time for other personal activities and cost incur training costs to the organisation.

APPRENTICESHIP

This is a work-study training process that combines both on-the-job and classroom (presentation) training.

1. Restriction on minorities and women – this is one of the disadvantages of apprenticeship as only men deem capable are put under this form of training.
2. No guarantee of job – unlike other training method which can possibly happen while the employee is already employed, apprenticeship normally happen prior to employee. This implies that there is no guarantee that successful apprenticeship will yield job opportunities.

SIMULATION

This is a training program that involves representing real-life situation to understand how trainees will undertake the task if they were in the job.

1. Simulation is expensive – because simulation involves using the same exact tools and equipment that will be found in the work environment, and also require constant update in relation to the work environment.

CASE STUDY

This involves training trainees in relation to situations other employees have faced in the past and how the situation could be combated.

1. Trainees may not end up facing the situation – since business environment is unpredictable, there is no guarantee that the trainee will end up facing the exact situation and thus, this can lead to loss in terms of training expenses.

WHY TRADITIONAL TRAINING METHODS FAIL

Lack of storage – compared to modern training methods, traditional training did not offer the trainees the ability to keep records of acquired skills are they are taught on an unstructured manner. This results in the trainees not being able to refer back if they face setbacks in regards to acquired skill. Thus, it results to lose of training expenses as training them again on the same skill will require another accrued expense.

Less interactive – compared to the modern form of training, there is less instructiveness between trainers and trainees in traditional method. This can result to information overload and low motivation to complete the training program.

Low applicability – compared to modern training methods, application of skills learned during traditional training can change with change in environment. For instance, if an employee was trained in an American firm, there is possibility that the skills gained might not be applicable in Chinese firm and vice versa. But in the case of modern training, the skills such a s typing skill are generally applicable in all firms as all computers use the same keyboard format.