Staff can also take part-time jobs, take part in departmental work, participate in study and training, including seminars, sensitivity training, various short-term training courses (specialized short-term training courses such as universities and management associations), participate in evaluation center activities, and go out to visit and inspect.
Several methods of off-the-job training
(1) teaching method: it belongs to the traditional training method, and its advantage is that it is easy to use and the trainer can control it all the time. Disadvantages are one-way information transmission and poor feedback effect. It is often used for the training of some conceptual knowledge.
(2) Audio-visual technology method: Training employees through modern audio-visual technology (such as projectors, DVDs, video recorders and other tools). The advantage is that it is intuitive and vivid by using visual and auditory perception methods. However, students' feedback and practice are poor, production and procurement costs are high, and they are easy to become outdated. It is mostly used for training content such as enterprise overview and skill transfer, and can also be used for conceptual knowledge training.
(3) Discussion mode: According to the complicated procedures of cost and operation, it can be divided into general group discussion and special discussion. Most seminars focus on special lectures, allowing students to communicate with the keynote speaker halfway or after the meeting. The advantage is that information can be transmitted in multiple directions. Compared with the teaching method, the feedback effect is better, but the cost is higher.
Group discussion is characterized by multi-directional information exchange, high student participation and low cost. Most of them are used to consolidate knowledge and train students' ability to analyze and solve problems and interpersonal skills, but the application requires higher training teachers.
(4) Case study method: By providing the trainees with relevant background information, they can find a suitable solution. This method has low cost and good feedback effect, and can effectively cultivate students' ability to analyze and solve problems. In addition, recent training research shows that cases and discussions can also be used for knowledge training with better results.
(5) Role-playing method: The trainer plays a role in the works designed by the training teacher, and other students and the training teacher make appropriate comments after the students perform. Because of the multidirectional information transmission, good feedback effect, strong practicability and low cost, it is mostly used for the training of interpersonal skills.