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Research Administration Careers| Counting to 10: Training Methodologies

By SRAI News posted 07-13-2022 12:57 PM

  

Research Administration Careers| Counting to 10: Training Methodologies

Training is not a “one-size fits all” methodology. There are a variety of different types of training, each designed to fit a different topic, audience, program, or framework. None are necessarily “good” or “bad” but should be tailored to the specific needs of the topic or individual and utilized at the appropriate time of learning.  We offer below ten training techniques for your edification. 

  1. Didactic Training. Often referred to as “instructor-led training,” it is the most common avenue, featuring a seasoned lecturer who will teach multiple individuals in a classroom format setting. The advantage of this style lies in the ability to share common information with multiple individuals at once. However, the downside is that learners do not absorb information at the same pace and complexity. In the end, didactic training is valuable but needs to be supplemented for maximal effectiveness. 
  1. eLearning. This type of training has become massively popular in the 21st century. eLearning requires a pre-recorded online session that students can watch at their own pace and allows for flexibility in terms of time and skill. However, it remains very static, removing the ability to interact with others. This process is ideal for self-motivated individuals. 
  1. Simulation. Often known as “theater” training, it involves simulation of cases leading to discussion before/after the in-person or filmed vignette. Through examples, students can gain real world understanding of concepts. This type of training is best utilized in conjunction with other methods described here. In a future world, one can imagine Virtual Reality becoming a component. 
  1. Hands-On Training. For many, concepts are abstract, but when the training moves to the 3D world and the individual can actually practice the theory, many gain practical experience and get to utilize their learned skills. CPR is a perfect example of this type of training. While it remains a valuable tool, hands-on training requires practical cases, a knowledgeable hands-on instructor/mentor, and considerable time to train an individual. 
  1. Coaching. Once basic training on theory and skills have been completed, many managers prefer to allow the trainee to begin swimming on their own and the manager moves into more of an advisory role. As a coach, the mentor allows the mentee more flexibility and merely maintains guardrails. This type of training is wonderfully empowering yet requires more guidance than most anticipate. 
  1. Group Discussions. These are often referred to as group study sessions, allowing each student to share their understanding in a group setting. A wise facilitator will encourage participation of all parties, nudging each to share their knowledge and experience. Many learn best from peers, and, in an ideal setting, group discussions allow the students to begin training each other by demonstrating their own knowledge base. 
  1. Role Playing. This remains a very specific type of training tool, yet an engaging and pointed one. Through a series of cases or examples, students can play out scenarios and then discuss what worked and what did not. Training of this sort is often more fun and interactive. A good instructor will encourage students to face challenging situations they may experience in the real world. 
  1. Homework. Your authors adore this one. Another name for this method could be directed self-study. A manager may provide readings, writings, projects, or other related tasks to a student and ask them to complete and return it the next day. This requires the trainee to demonstrate their mastery of a topic on their own.  
  1. Mentee with a Mentor. Serving as a mentee to a mentor is a wonderful way for advanced study. What the mentee can gain from this experience remains up to their own needs. Being a mentee provides a means to learn soft skills, absorb information from a more experienced individual, and often discuss case studies or problems that may need additional resources. 
  1. Become a Trainer/Instructor. While being a student in any field is a familiar role (mostly because we served that role in school for 12-20 years previously), becoming an instructor is a more demanding role, requiring that you demonstrate the knowledge you’ve learned. Training others requires in-depth knowledge of one’s field and the ability to not only recite facts but to provide them in a manner others will absorb and learn. Not every trainer needs to be a professor, and many times instructors may simply provide a case study or example to a peer or someone who themselves is going through a learning process. 

In all, most will select a variety of these based on the topic at hand, the resources available, and the best way to exchange the information. After all, it is an exchange, a way for the student to learn from a peer and ultimately vice-versa.

Research Administration Careers will be an ongoing column this year. The Catalyst wants to hear your thoughts and articles on all of our topics throughout the year:
- Hiring
- Onboarding
- Training
- Education/Certification
- Office Structures
- Career Ladders/Tracks
Submit article or requests for collaboration to catalyst@srainternational.org.

Authored by

Heather Brown, Grants and Contracts Administrator
Duke Human Vaccine Institute

Mark Lucas, Chief Administrative Officer
University of California, Los Angeles, Department of Neurobiology


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