Discuss the pros and cons of each method. Lastly, using Bloom’s taxonomy, create a training objective for each instructional method.

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 Training Methods Discussion:
There are several instructional methods and activities that can be  used to deliver training. As a trainer, you should have a broad  awareness of different kinds of instructional methods so that you can  recommend and utilize the most appropriate solutions for the specific  learning objectives.
List and describe three types of training methods. What type of  activity is it? What types of activities precede and follow it? What  learning style(s) does this activity accommodate? What adult learning  characteristics does this activity incorporate? Discuss the pros and  cons of each method. Lastly, using Bloom’s taxonomy, create a training  objective for each instructional method. Be sure to consider the  specific skills and knowledge to be learned in the training in order to  appropriately apply each instructional method.
Your initial post should be 250 to 300 words. Use this week’s lecture  as a foundation for your initial post. In addition to the Blanchard and  Thacker (2013) text, use at least one additional scholarly source to  support your discussion.
Respond to at least two other posts regarding items you found to be  compelling and enlightening. To help you with your reply, please  consider the following questions:

What did you learn from the posting?
What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your initial discussion thread and your classmates’ postings?
Ask each other questions about why the specific training methods were selected.
How do the types of training methods selected by your classmate apply to other learning style(s)?
Analyze your classmates’ training objectives. Do the learning  objectives describe the key conditions, observable performance/behavior,  and set the standard for performance? What modifications would you  suggest to ensure that trainees understand the expectations clearly?

Your reply posts to Donald should be a minimum of 150-250 words each.

Reply to Donalds post:
 
Three  types of training methods that I will talk about are: Instructor-led  training, computer based training, and simulations and games training.
Instructor-led Training- Instructor conducts a lecture with audience  participation throughout the lecture. Trainees who listen and are great  note takers will enjoy this training. Q&A sessions followed by brief  quizzes to see if everyone was paying attention at the end of the  lecture.
Computer Based Training- Trainees can focus on what materials they  are learning by having a computer in front of them. There are people  that learn better when they aren’t around others trying to learn at the  same time. Many activities can come from learning on a computer. This  helps trainees by being able to listen, see and create (or hands on) to  maximize their learning potential.
Simulations and Games Training-  When trainees role play they are put  in real life job situations with real life problems and solutions they  must come up with to fix the problem. If trainees dont get along the  trainer has to continue with mixing up the group so everyone can take a  turn on each position of the role play. This a great for hands on types  of learners, they are able to see and feel what they are learning.
For the trainees that read and follow along well the instructor-led  and computer based training is perfect for them to learn about their  job. Vani, G. (2014) states that,” for smaller groups, case studies come  in handy because they make the trainees aware of what can happen in the  workplace and the best way to handle it”. The use of using any visual  aids for the instructor-led and computer based training will be fun and  with the use of creating videos they will all be able to analyze each  others work which is the analyzation stage. Prioritizing what they have  learned through the three steps will be applied after analyzing. After  applying what they have learned, the trainees should be able to converse  with each other about everything. This is where the understanding phase  comes in, they can act out or show what they have learned. Finally,  remembering what they were taught.
Blanchard, P. N., & Thacker, J. W. (2013). Effective training:  Systems, strategies, and practices (5th ed). Upper Saddle River, NJ:  Pearson Education, Inc.
Vani, G. (2014). Use of Role play and case study in off the job  training: A comparative analysis. Review of HRM, 3 225-227. Retrieved  from http://search.proquest.com/docview/

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