Types of training: Know the 5 main ones (With examples)

Why is it important to know the types of training? 

Identify the types of training for your company or organization, will help you prioritize the skills that you should promote or reinforce. It could start from something as simple as disseminating the company's internal policies. Or also, an area of your company could need specific training to enhance more complex technical skills. 

Whatever your case, the following reasons will help you know why it is good to distinguish the types of training you can do. The following information is collected from WhatFix. 

1. You identify the real need of the collaborators

Company members can become demotivated when carrying out training that means a workload. Employees will lose Commitment to work If the training involves long hours, complex exams, or is unrealistic with the work they do, the person will not be motivated.

Adherence to training will be successful with a simple, effective methodology and without hindering your daily work.. In this way, “a satisfied and motivated employee will be a great asset for organizational success,” they say from WhatFix. 

2. Greater productivity

Training is a reinforcement to improve the productivity of collaborators. The clearer the objective of the training and what is expected of them, the higher the performance and productivity will be. 

3. Improve employee retention

According to the consultant Robert Half, a company that applies training plans, achieves a retention between 30 % and 50 % higher. This is regarding companies that do not do it. Employees require opportunities to learn and develop at work. 

2 variables to choose training types  

The offer can be wide. But the important thing is not to get dizzy with the optionss. Although it is necessary to have a wide range of types of training to decide, It must be discriminated according to the needs of the company. 

Here are 2 variables to identify what type of training best suits what you are looking for. Let's review! 

1. Defines the purpose of the training and its content

Once the training need, the next step will be to define the objectives and expected contents. For example, an in-person class would be effective in delivering important information about the company's internal policies. With special focus on new income. 

Nevertheless, if it is necessary to develop new skills –especially the workers with the longest tenure in the company-, the training and online learning (e-learning) are more effective. 

Now, if you seek to apply a new policy of specific behaviors in the organization, the methods of on-the-job training like coaching, are recommended.

2. Who is the target audience?

Just like the processes you carry out to choose the best candidate for that much-needed position. You should also analyze a series of variables to determine the target audience of the training. “Training is most effective when the target audience understands and believes in the benefits of the training program”. In accordance with, E-Learning Industry, we must include these variables: 

Demography

Background such as age and location of the worker will be fundamental when choosing the types of training. For example, the millennials-centennial They might be interested in multi-platform learning (computer, smartphone or tablet). 

“Social learning methods would be more effective in cultures where shared values and community They are prioritized over individual objectives or competition,” they say from E-Learning Industry. 

Nature of work

Depending on whether the work must be in land; with or without fixed hours. Or also, if only work from home. These factors will always be important when considering what type of training would be most suitable for workers. 

Seniority level

People with roles senior They are qualified this way because share similar characteristics. Therefore, it is a group that seeks certain training methods for your learning. It can be in soft skills (as leadership) either technical skills (as new technologies). 

Online training is more convenient. This allows you to select the content modules most relevant to them. Meanwhile, seminars and in-person conferences provide more social learning, networking and new knowledge of your industry.