Various training and development methods:

 Orientation training:
Orientation training is a type of training program designed to introduce new employees to
their jobs and the organization that they are working for. The purpose of orientation training
is to help new employees understand the company culture, policies, procedures, and values. It
also helps to become familiar with their work environment, job responsibilities, expectations
and to get through the adaptation phase more quickly, as they begin to get used to the
workplace and their colleagues.
Orientation training can take many forms, such as on-the-job training, classroom training,
online training, or a combination of these methods. The content of the training may include
topics such as company history, mission and vision, organizational structure, employee
benefits, safety regulations, and job-specific skills.
The benefits of orientation training include helping new employees feel welcomed and
valued, reducing turnover rates, and increasing job satisfaction and productivity. It can also
help to create a positive first impression of the company and establish a strong foundation for
future growth and development.

 Off the Job training: (continued)

4) Role Playing
Role-playing training technique is used to help employees develop their skills in communication,
problem-solving, conflict resolution, and other interpersonal skills. It involves assigning roles to
employees and asking them to act out scenarios that reflect workplace situations they may encounter.
Practicing potential scenarios is helpful for understanding how to react in real-life situations. This
training is often used for customer service jobs or sales positions where you interact with the public.
Instructors provide a realistic, relevant situation and evaluate how you respond to strengthen your
decision-making, communication, and emotional regulation skills.
5) Behaviour modelling:
Behaviour modelling is a training technique used to teach new skills by demonstrating and
modelling the desired behaviour. The following are some behaviour modelling techniques commonly
used in off-the-job training:
i) Demonstration: The trainer demonstrates the correct way to perform a task or behaviour.
For example, the trainer may show participants how to use a particular software program
or how to handle a customer complaint.
ii) Video modelling: Participants watch a video of someone performing the desired
behaviour. This technique is useful when the behaviour is difficult to demonstrate live, or
when participants are in different locations.
iii) Role-playing: Participants act out a scenario in which they practice the desired behaviour.
For example, they may act out a customer service interaction or a sales pitch.
iv) Peer modelling: Participants watch a peer perform the desired behaviour. This technique
is useful when participants can learn from someone who has similar job responsibilities or
has faced similar challenges.
v) Self-modelling: Participants watch themselves performing the desired behaviour on
video. This technique is useful when participants need to overcome a specific behavior
that is holding them back.
 Behaviour modelling is an effective training technique because it provides participants
with a clear understanding of the desired behaviour and allows them to practice those
behaviour in a safe and controlled environment. By seeing the behavior demonstrated,
participants can better understand how to perform the behavior and what the desired
outcome should look like. By practicing the behavior, participants can build confidence
and competence in performing the behavior in real-world situations.
6) Corporate universities:
Corporate universities are institutions established by companies to provide training and
development opportunities for their employees. These universities offer various programs, courses,
and training sessions to enhance the skills, knowledge, and capabilities of employees.It can provide
off-the-job training to employees in a variety of formats, including online courses, seminars,
workshops, and conferences.
Some examples of off-the-job training provided by corporate universities include:
i) Leadership development programs: These programs aim to develop leadership skills among
employees, including effective communication, decision-making, and problem-solving.
ii) Technical training: Many companies offer technical training programs to help employees stay
up-to-date with the latest technologies and trends in their field.
iii) Personal development courses: These courses focus on enhancing employees' personal skills,
such as time management, stress management, and interpersonal communication.
7) Executive Coaches:
Executive coaching is designed to help executives and other senior leaders enhance their
leadership and management skills. Executive coaches are professionals who work one-on-one with
executives to identify their strengths and weaknesses and develop strategies to help them achieve their
goals.
Benefits of executive coaching, including:
i) Improved leadership skills: Executive coaching can help leaders develop new skills and enhance
their existing ones, such as communication, strategic thinking, and decision-making.
ii) Increased self-awareness: Coaches can help executives gain a better understanding of their
strengths and weaknesses, which can lead to more effective leadership and decision-making.
iii) Better relationships with colleagues: Executive coaching can help leaders improve their
relationships with colleagues by providing them with new tools and techniques for effective
communication and collaboration.
iv) Enhanced job satisfaction: When executives feel more confident and capable in their roles, they
are more likely to experience job satisfaction and engagement.
8) The SHRM Learning System:
The SHRM Learning System is a comprehensive study program designed to prepare human
resources professionals for SHRM certification exams. The Society for Human Resource
Management (SHRM) is the largest HR professional organization in the world, and its certifications
are highly respected in the industry.
Off-the-job training using the SHRM Learning System can help HR professionals enhance their
knowledge and skills in various HR domains, including:
i) HR strategy: This covers the development and implementation of HR strategies that align with
organizational goals.
ii) Talent acquisition: This covers the process of recruiting, selecting, and hiring new employees.
iii) Learning and development: This covers the design, development, and delivery of employee
training and development programs.
iv) Total rewards: This covers the design and implementation of compensation and benefits
programs.
v) Employee relations: This covers the management of employee relations issues, including
conflict resolution and employee engagement.
vi) HR technology: This covers the use of HR technology systems, such as HRIS and talent
management systems.
The SHRM Learning System includes a variety of study materials, including textbooks, online
resources, and practice exams. The program is designed to be self-paced, allowing learners to study at
their own pace and on their own schedule.