The success of any training programme depends very much on proper selection and skilful use of training methods. Singh and Singh (1996) have rightly said that if curriculum is the 'heart' then, training methods are its 'arteries' and 'veins' through which messages of trainers reach the trainees and the trainers receive concurrent feedback on the training programme from the trainees. There is wide range of training methods developed, tested, combined and adapted to different learning situations. Each method has its own advantages and limitations. Some methods are simple to be used while others are sophisticated and need adequate expertise and experience on the part of trainers. The following discussion pertains to some important training methods:
Training method is a tool in the hands of trainer to impart knowledge and skill to attain the learning outcome/behaviourial change on the part of the trainees as specified in training objectives.
It is an input device to transfer necessary skills to improve the job performance
It is the one which creates appropriate learning environment for the trainer to teach an impart knowledge and skills to the trainee.
Participants