Informal vs. Formal Training Methods/Learning Styles

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- Differentiate between formal and informal training methods and provide an example of each method.
A formal training method is one that the training or human resource department or manager (basically, the organization) sets the goals and objectives for training, while informal training means the learner sets the goals and objectives. Formal training typically includes setting an objective for the knowledge to be transferred; using a variety of learning methods to reach the learning objectives, and confirming learning has taken place by evaluating the training. Examples of formal training include courses, seminars, and workshops. Informal learning often occurs naturally, and employees may not realize that they are in a training environment. Informal learning may be as a result of conversations between employees, on the job training (or learning by doing), or picking up information on the Internet.

- Discuss two forms of instructional design models, traditional and rapid models, and the advantages and disadvantages of using one instead of the other.
Traditional instructional design modals are done in a linear manner.
The first step for Instructional Design is to analyze the program, interview the top people affected, determining the problem, its' cause, the tasks and condition of the job, the desired performance outcome, and the expectations of training. The next stage is design, followed by development, implementation, and evaluation. This is called the ADDIE model (an acronym for the steps). There are steps within the traditional model which build up to the final project, going from defining the concept, and requirements to preliminary design, followed by detailed design, test and acceptance. In contrast, the rapid model is used when there are time, budget, or environmental restraints. With the rapid method, working models of the system or prototype are used during the project ...