Hi dear 

The nature of training method depends on many factors. The main of these is the goal of training. Then the level trainee him/herself. Another thing is the time allotted to training.  The attached link may be useful for you .

http://trainingtoday.blr.com/article/most-effective-training-techniques/

practice-based Training 

Scenario-based training

Hi dear 

The nature of training method depends on many factors. The main of these is the goal of training. Then the level trainee him/herself. Another thing is the time allotted to training.  The attached link may be useful for you .

http://trainingtoday.blr.com/article/most-effective-training-techniques/

Role playing 

Scenario 

Simulation, Role play, Real life practice, Demonstrations

Notably, training  plays a central role in developing the efficacy of human resources because it aims at improving  the  skills necessary for optimal and efficient functioning of employees in an organization. In point of fact, training programs help keep the working knowledge of the staff update in order to provide managers with a useful alternative by which the can guarantee the organization's productivity and development. Obviously, a wide range of training  methods are available which can be used for human resource development both in  on the job and off the job contexts . Generally speaking, training methods like coaching, mentoring, field trips, job rotation, peer assisted learning, and special projects can be used as some of the relevant training methods for on the job experiences. For off the job experiences, however, methods like lectures and conferences,  vestibule training, and simulation techniques are considered appropriate. For further details, the following link  might be quite helpful.

Best regard,

R. Biria

https://innovativejournal.in/ijbm/index.php/ijbm/article/download/17/16

I think extensive training can play a big role in the modern organizations. Extensive training is also known as a high performance work practice (HPWP).

According to Pfeffer (1999) training the employee with broad perspective, with the objective of enhancing a wide range of skills, rather than training the employee simply to complete a restricted job is known as the extensive training. Birdi et al., (2008) also have a similar view that is, extensive training offers a range of growth opportunities for an employee rather than training he/she infrequently to achieve specific job needs.

In order to get a fundamental knowledge on training and development I recommend you to read the book “Human Resource Management Personnel” by H.H.D.N.P Opatha as well.

Opatha, H.H.D.N.P.(2012). Human Resource Management Personnel, University of Sri Jayewardenepura, Sri Lanka.

Other references

Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C. B., Wall, T. D., & Wood, S. J. (2008). The impact of human resource and operational management practices on company productivity: A longitudinal study. Personnel Psychology, 61(3), 467-501.

Pfeffer, J., & Veiga, J. F. (1999). Putting people first for organizational success. The Academy of Management Executive, 13(2), 37-48.

Training is a somewhat restrictive word - it is more about learning/ developing a particular knowledge of skill.  Looking beyond training to learning and development opens up a far greater suite of ways to foster learning, including those noted above by Rena Beria.  As humans, we learn constantly - I sometimes think death simply means the absence of learning.  In the workplace, a key aspect of effective leadership is creating the conditions that foster learning, including employees having permission to learn - it's ok to try new things, failure is an indicator of learning, and so on.  In other word, creating a learning culture.

Just-in-time or self-directed learning, also micro-learning.

I am following answer

Bancheva, E., Ivanova, M., “CREATIVITY AND PROBLEM-BASED LEARNING IN A MSC HRM PROGRAM” report and presentation, EDEN Annual Conference „INNOVATION IN LEARNING COMMUNITIES – What did you invent for tomorrow?”, 10-13 June 2009, Gdansk, Poland



Bancheva, E., Ivanova, M., “E-LEARNING AND EMOTIONS”, report and presentation, EDEN Annual Conference „NEW LEARNING CULTURE: HOW DO WE LEARN? WHERE DO WE LEARN?”, 11-14 JUNE 2008, Lisbon

Bancheva, E., Ivanova, M., “The Distance and E-learning experience of New Bulgarian University in the area of HRD, Bulgaria”, report and presentation, EDEN Annual Conference “New learning 2? Emerging digital territories. Developing continuities. New divides”, 13-16 June 2007, Naples, Italy