The training methods are diverse and different in order to suit the characters who attend the exercise itself to high satisfaction sizes and benefit from the training content.

The different methods of training vary in the variety of objectives and the position of the training al-Baraa and the targets of it, as well as the availability of trainers and tools assisted, and it is possible to eat the training methods in the following way.

Functional rotation

This method aims to gain extensive experience by transferring characters from one profession to another, from one department to another. This method must be well prepared and placed under observation, often referred to as the “Cook Tour” style to move from one section to another. This is flawed by the frequent movement of the employee from one headquarters to another, which causes the loss of time in the sites. And it affects me to call that how the plan of experience is successive.

To ensure that experience must be programmed to satisfy the need to acquire knowledge and skills in different departments and functions

Expanding the job

Giving the employee extensive experience in his field of work, he may be assigned additional duties, a greater eryto of decision-making, and the trainees here are often managers, high-skilled or skilled staff.

Programmed job training

This method suits functions that need to follow successive steps and logically arrange the procedures, and to use that method, the supervisor or sports director takes the following steps: First: preparing to do the operation, and this by breaking the level of phobia of the trainee and asking him what he knows and what he does not know about the effort and motivation

Second: Working in front of the intern, whether practically or by giving it front side or enough explanation, and repeat That effort , and the intern’s question about what He’s got questions or. Petition for any He explained complementary. Urge the trainee to in person by applying the desired effort with his observation and correcting mistakes first and foremost Fourthly: Let the trainee perform the effort with his observation in a smaller way, even making sure that he does not then require any help from the athletic director

There are several methods used in training, whether within the organization is out of effort or outside (universities and institutes, And the relevant training centers), More importantly, these media include the following.

Lecture:

The lecture is represented in a written or unwritten dialogue that a person presents to several people. The use of this method is widespread in abundant amounts of training programmes, as a result of its validity, to provide large groups with information and data

The advantages of this method include: Speed and simplicity in giving data to many large trainees, such as notifying shopkeepers of the benefits of a modern product, emulating the use of printed materials such as books and leaflets, which carry the price of printing and do not allow the question and answer provided by the lecturer

But the most important flaws of the lecture, that no matter how effective the lecturer, no more than 20% is only what is said is what will end his memory in the sequel

A week later, everything that’s been said is a market that completes its non-mention, unless the listeners have part of what they’ve heard to practice.

The success of this method depends on the lecturer’s ability to arrange and clear his thoughts and opinions on the listeners. Just as one of its most important flaws is that the field may not be allowed to face the enormous set of debate and exchange of views

Case study

Use That’s the way it is . the flexibility of managers and presidents , because it is based on the belief that Preparation and management training And perception is The finest , By schooling and actual discussion, it depends. That’s the way it is for me. The need to have problematic or apparent or Scientific circumstance , And wanted and put the solution or Answers and recommendations for her. And by discussing it by the trainees of hand and trainer of On the other hand.

One of the advantages of this method is to provide a high rate of participation by trainees, and to activate ideas and develop the ability to examine problems and develop different alternatives.

But one of its most important drawbacks is: The difficulty of reaching a solution to problems at a short stage , and its lack of validity, is a failure in the position of the restricted numbers of trainees. Just as the situation is seen by the trainees as far from their needs, even if it is a list of the truth. So it depends on the trainers and their ability to convince the trainees

Simulation

Pool This is how between studying status and role-playing, to get as far as possible from Located in classroom or Training . And the point is. Facilitating the transfer of what Complete his learning outside Work to Within the scope of the profession of behavior, by issuing positions in Training headquarters, which are positions close to the actual reality. It is the trainees here who have the possibility to practice behavior in situations identical to those they will face following training .

In that circumstance , the trainee is written off and placed in a circumstance identical to the scientific cases, and is asked to trade with that circumstance , such as completing the submission of a number of letters and reports and asking the trainee to act with her for a certain time as director of work. The exercises may consist of digging data from tables or drawings, examining information, preparing a business speech, writing a biography, or driving a car or aircraft.

Training to feel the feelings of others

Based on this method of training, the trainees (small groups usually consisting of 8-12 members of the presidents) under the supervision of a psychologist, speak out to each other about their opinions about each other’s behavior, with the attention of total honesty and the collapse of ideas In addition to the technical director requires that his role continues limited to the maximum barrier , so that he doesn’t interfere or interrupt or direct To complete the infliction of what is happening and re-listen to it so that the individual can verify his or her attitudes towards others and their attitudes towards him

These measures are aimed at becoming all A conscious person . With the influence of his actions on others. Very available. probability in confronting the transformation of these behavioral types – for example from The dictatorial pattern in Driving to Democratic format or common — which was not He thinks it’s the same. Bad influence on others.

Under that method, There is no longer a coach, but there is a psychological supervisor or mentor whose task is to continue the discussions, and to prevent any conflict between the trainees, Or psychological pressure on the few as a result of honesty, honesty and openness in the trainees’ appreciation of each other, and this method is characterized by supporting the increase the ability of the trainee to be aware of the reality of his behavior and trends, And how influential his behavior is on others and influenced by their behavior.

And from that method, The difficulty of estimating the results behind its application and in addition, there are many people who do not accept the explicit criticism directed at them.

Therefore , with regard to the lack of specialized psychological supervision at a high level of merit during training , It may collapse some trainees who are more sensitive than others, And less self-confidence.

In general , It can be said that this method is mainly used in training in human relations

Role playing style

This method includes creating practical positions and involving the trainee as a direct party in which he faces a specific conflict or contradiction, and ask him for positive medicine by actual behavior as if he is living it in life already Then he asks. Coach of all one to express his opinion on the method and how it conduct by his colleague and suggest what Watch it from Answers in That’s the issue . This method is usually used in training on Management leadership And train supervisors, vendors and other Fields that Lacks the development of skilled experience and dealing with others, so the representation of roles as a training method is primarily suitable Whenever it is The purpose of the training is Development of behavioral skills Specific

This method of training in dealing with problems related to human attitudes benefits and benefits in brain lightening to accept the views and perspectives of the recent ones proposed by fellow trainees, In addition to the coach’s instructions , It is not just relying on intuition for the trainee who plays the role. In addition, this method develops in the individual being able to argue with others and demonstrate their opinions, to a direction that enables him to properly express himself

Style of administrative matches

This method is positive, the trainees are divided into two groups and more, ( with a difference of 5-7 trainees in each group), and each group embodies the management of an institution , Then write off giving the members of the group certain and prepared information about the working conditions of the institution they represent, Each group will play its part in dividing the terms of reference and business among its members, and decide for itself its objectives and policies that guide its decision-making.

The game is divided into ample rounds, In the light of the information given to them, the people of each group carry out the sentences that have occurred, And review its past work and decisions and develop a few provisions in relation to giving it unexpected surprise information

The result of each decree is calculated on a pre-defined method by the training method and the trainees know nothing about it. Each group reaches the results of the judgments it has taken, In light of these results, each group will re-examine the situation and adopt modern decrees. Thus, the competition continues for a series of rounds. In the last round, the result of the match is published, according to the set of points on which each group got, And you announce that winning group.

And then a general evaluation of the match and the decisions of each group is made, Explaining the mistakes you made to avoid them in the future.

In working life.

One of the most important advantages of this method of training is: allowing sudden changes to the course of the game , So that the trainees gain experience in making judgments in the continuation of sudden conditions . Just as he helps expand the orbits of qualified supervisors for senior management positions, So that they learn how to check all matters related to problems and learn about the reactions expected to occur towards their decrees . Except to be taken on that method the difficulty of the performance of the lesson of the game that was completed for reality, and the increase in its price , He needs high level experience in that field, especially in preparing the content of the game and calculating the results of the judgments taken by each group. Finally, it can be said that this method is commensurate with the training of individuals in the degree and standard of senior and middle management

Failure to analyse training needs

This problem is considered one of the most important training problems in most organizations, Especially the general needs of them, as the preparation of training programs is rare, the establishment of the identification and analysis of training needs, due to the follow-up of the so-called ready-made programs involving all training companies , With little distinction between them.

Lack of management for most trainees for training
One of the most important things that he hints about regarding the training programs that end their application in abundant amounts of companies is the unwillingness of a limited number of employees to have any training programs, because they believe that they have skilled experiences and experiences , and therefore aware do not require training , of any kind, And because they think that training is bringing them back to school and study, Besides, The unwillingness of school and study. Besides this , The unwillingness of the trainee may be due to the fact that the training program does not meet his actual training needs, Especially if he didn’t share those directions.

Not linking training to incentives

Trainees consider that training is a waste of time and effort, and this is when it comes to not linking it to the acquisition of a specific need, Like financial rewards, Or revision , Or the acquisition of an incentive bonus … etc

Lack of basic funding for training

There is no doubt that there is a lack of financial and humanitarian resources and poor payment of basic expenses for exercise programs. Although it remains in abundant quantities of countries, it is more acute in the Arab region. This confirms that the entities and institutions benefiting from the training adopt an entry point based on what is known about the economics of great production, which takes the price element first. And the differentiation of the beneficiaries of training between the offers front for training from the direction of training companies based on the element of price , the issue that forces these companies to championship between them, to reduce the price , Without paying attention to the quality or professionalism of the exercise and its impact on performance and productivity in the long term

Lack of interest in following up and evaluating training programs

It can be said that there is a lack of consideration in the process of evaluating training programs, so it is difficult to judge whether the program has achieved its objectives or not , which in the end reflects the lack of seriousness in the exercise

Lack of commitment to training

Training has turned into a number of lectures followed by graduation certificates without serious experience to vision to training as an integrated system that begins with the identification of training needs, then Preparing training programs and perform these programs effectively and then Valuing its results. However, it is noticeable that The training is, unfortunately, designed in Arab place to acquire science and information and not to acquire Skilled experiences or Update directions. Training programs are also designed Create on wishes Training companies and what You can do it, not. Construction on actual needs. All of this leads to a decrease in the training process and its ineffectiveness.