Training of Personnel: Types, Methods, and How to Organize It

The importance of corporate training is recognized by both large businesses and small companies. Investing in employee development helps organizations advance in the market and maintain their competitiveness.

Let’s take a look at the basic training formats.

Why Train Personnel?

The need for personnel development depends on the business’s needs. At different stages, a company may require:

— the implementation of new production technologies,

— increased competitiveness,

— the promotion of elements of corporate culture, and so on.

This demands specific competencies and personal qualities from employees. A few years ago, companies would typically hire specialists who already possessed the necessary skills. However, the situation has now changed significantly. It has become clear that it is more beneficial for companies to cultivate experts from within their existing workforce. After all, it is much easier to improve the skills of a current employee than to train a newcomer from scratch. Training also has a psychological impact. When employees see that management invests in their professional development, supports the application of their knowledge both financially and non-financially, and outlines opportunities for career growth, they recognize their potential.Realizing their importance in the eyes of leadership significantly boosts an employee’s productivity and initiative after participating in a training program.

Types and Methods of Personnel Training

There are several ways to classify types of employee training:

By Organization Method:

• Internal Training — conducted by the company’s own employees (instructors, trainers, or coaches);

• External Training — delivered by third-party providers;

• Self-Education — employees study independently, often remotely.

By Training Purpose:

• Professional training and skill enhancement (Hard Skills) — for horizontal or vertical career growth and learning new technologies;

• Development of communication and management skills (Soft Skills);

• Introduction to corporate values — familiarization with the company’s mission, policies, standards, and the development of corporate culture.

By Duration:

• Long-Term Training — mainly aimed at developing or enhancing professional skills (Hard Skills);

• Short-Term Training — suited for skill upgrading or onboarding new employees, introducing them to the company’s structure and policies.

By Teaching Approach:

• Traditional Methods — lectures, reading assignments, master classes, internships;

• Innovative Methods — case studies, project-based learning, simulations, gamification.

By Level of Learner Engagement:

• Passive Methods — lectures, instructional videos, reading;

• Active Methods — case analysis, business games, role-playing, discussions;

• Interactive Methods — group work, brainstorming sessions, hackathons, and more.

By Training Location:

• On-the-Job Training — mentoring, shadowing, solving complex tasks with feedback from experienced employees or managers;

• Off-the-Job Training — offsite workshops, conferences, and seminars;

• Self-Education — independent learning without direct supervision.

By Delivery Format:

• Text-Based Materials;

• Audio Content;

• Video Materials.

Forms of Employee Training

Training form refers to the method of organizing the educational process. The following classification of training forms is commonly used in education:

1. By Number of Trainees:

• Group training

• Individual training

2. By Organization Method:

• In-person training

• Distance learning

• Blended learning

• Remote training

3. By Location:

• On-the-job training

• Off-the-job training

4. In Relation to Work:

• Away from production

• On the job

Each training form corresponds to specific training methods.

Training Objectives in Organizations

Training objectives should address both strategic and tactical tasks of the company. Therefore, the development of educational programs, choice of forms and methods, preparation of internal trainers or engagement of external providers, as well as fostering employee motivation to learn, are all closely interrelated and aimed at achieving specific results.

How to Choose Employee Training Methods

Training methods depend on the type and form of training, which are determined by educational goals.For example:

• For on-the-job internal training, methods like coaching, mentoring, delegation, and project-based teamwork are suitable.

• For off-the-job training, methods such as lectures, business games, internships, and workshops can be applied.

How Often Should You Train Employees?

To remain competitive in an era of rapidly advancing information and business technologies, companies must continually raise the professional level of their workforce. More and more companies view corporate training as an ongoing process and include it in their budget.

However, not all companies can invest in employee development frequently. There are situations when training becomes crucial for the business:

• When production technologies change;

• When new strategic goals are set.

Current Trends in Employee Training

Several trends in corporate training are expected to continue in 2024:

Trend 1. Combining Offline and Online Formats

Online training saves time and resources, while offline training allows for practical skill development. Combining these two formats enhances the overall learning experience.

Trend 2. Hybrid Approach to Content Delivery

Courses that include texts, podcasts, videos, quizzes, and interactive games make learning more engaging and effective.

Trend 3. Mobile Learning

Training programs adapted for mobile apps allow employees to learn anytime and anywhere.

Trend 4. Artificial Intelligence (AI)

AI helps with summarizing lectures, analyzing assignments, providing feedback, and even acting as a tutor.

Trend 5. User-Generated Content (UGC)

Training materials created by internal company experts are becoming a global trend. This approach fosters trust and engagement, as employees relate to peers rather than external lecturers.

UGC is often presented in the form of:

• Articles

• Checklists

• Guides

• Diagrams

• Tables

• Video tutorials and podcasts

Trend 6. Microlearning

Microlearning is an educational format where material is presented in small, digestible pieces (5-20 minutes each). Each section solves a single task and can be a standalone lesson or part of a larger course.