Article

In-service training is one of the most popular ways to help employees develop their skills in a specific discipline or occupation. This training offers them good chances to make improvements and also companies benefit a lot from it. On the other hand, there are indeed some shortcomings of this on-the-job training. Most typically, in-service training is conducted during a break in the individuals' work schedule, so it will take up employee’s time for rest and also it is not easy to appoint a fixed time with so many people. Therefore, employers or trainers need to take some flexible training measures.

CBT training offers more freedom.
Computer Based Training (CBT) is used more and more in the big as well as small corporations. It has worked with an astounding rate of success. Distant learning, online courseware sharing system, etc. are robust assistants for learning in service.

From the employer's perspective, training becomes an additional cost in terms of both time and money. CBT helps employees and also employers solve the problem. Instead of sending employees on a trip across the country to study, companies can host a Web seminar to have the class. The courseware can also be stored on the online sharing systems, thus trainees have the freedom to choose their own proper time to learn. More importantly, in the classroom version, employees sometimes felt like they were drinking from a fire hose — there was so much to take in all at once. People can learn what they need at their own pace with online sharing systems. And it’s easy for them to revisit things if they want.

Video helps.
It is said that learning by both words and sounds is more powerful. If trainers offer video courseware, learners always have a deeper impression compared with the stiff words. Besides, the training videos can be delivered to other employees and reused again and again as long as the information is still valid. Professional trainers are certainly needed, but videos are the next best training resources in the absence of human trainers.

After learning with videos or seminars, group discussion is suggested. The employees can be divided into small groups and it is more flexible. Within their groups, all the members can adjust their discussion time more easily in the comparison with a whole class.

Online test checks the training quality.
Maybe some trainers concern that the freedom offered to employees will reduce the efficiency of training and make them keep a slack hand. The worry is understandable, while there is a way of precaution. Trainers can set the basic class schedule, and announce the final test or exam. The evaluation of training must be the alarm clock and also the motivation for employees.

As for how to make an efficient test there is a suggestion that companies use quiz maker software like QuizCreator to create a quiz for online assessment. It supports strict time limit and instant results processing. This kind of computer based quiz can be taken at any time and trainees needn’t to gather together to take exams. Also the quiz management system offers detailed results data through which trainers will easily know the weaknesses and b points of every quiz taker. According to the analysis, companies can take further actions.

Training on the job is an important tactic to strengthen employees, but trainers need to take flexible and effective ways to do the training, which will offer workmates more freedom and chances for autonomy learning. Learners love the convenience of a flexible, self-serve course. In-service training is no longer the burden, but the real method for employees to make improvement.