Types, forms, models and methods of training the staff of the organization

Organizations can use diverse types of employee training to achieve different goals. For example, an organization can use face- to-face courses to teach new employees the basics of its operations and distance learning to improve employees' skills in a particular field.

Forms of education are methods of organizing the educational process. Forms of training can be divided into various categories, for example, forms of individual training, forms of group training, and forms of distance training. Forms of education are a more specific concept, and types of education are a broader one. So, examples of forms of education can be:

• Face-to-face courses are a traditional method of training in which employees study in a classroom under the guidance of a teacher. Face-to-face courses can be practical for learning new knowledge and skills and developing critical thinking and problemsolving.

• Distance learning is a learning method in which employees learn at home or in another location, using online platforms or other means of distance learning. Distance learning can be effective for workers who cannot attend traditional classes, such as workers who live in remote areas or have limited opportunities.

• Training is a type of training that focuses on developing specific skills, such as sales, customer service, leadership, etc. Training sessions can effectively teach employees the new skills needed to perform their duties.

• Educational programs are comprehensive training programs that may include face-to-face courses, distance learning, training, etc. Educational programs can be effective for teaching employees new knowledge and skills and for career development.

Learning models are theoretical concepts that describe the learning process. Learning models help us understand how people learn and design effective training programs.

There are quite a few different training models for the organization's employees. Below, we will consider the most well- known and widely used, including the 70:20:10 model, the Kolb cycle, the Schuhart-Deming cycle, and others.

The 70:20:10 learning model is a learning model that defines how employees learn in the workplace. The model postulates that 70% of learning occurs in the workplace as a result of performing tasks, solving problems, and interacting with colleagues; 20% - as a result of communication with colleagues, in particular discussions, exchange of ideas and experience; and 10% - as a result of formal education takes place as a result of courses, training and other forms of formal education. The 70:20:10 training model is helpful in planning and implementing employee training programs. It helps organizations ensure employees receive the necessary training to perform their duties successfully. An example of the application of this model in an organization can be the creation of a mentoring system in which experienced employees teach new employees the basics of their work. Also, the organization can create a platform for communication among employees, where they will exchange ideas, experience, and resources. This approach will allow employees to develop their social skills and gain knowledge and skills from colleagues [5].

The Kolb Cycle is a learning model developed by David Kolb in 1984. The model is based on the idea that learning occurs because of active experience, reflection, theorizing, and application of new knowledge and skills[6].

The Kolba cycle consists of four stages:

1. Experimentation is a stage at which students gain new experience. This experience can be practical, theoretical, or a combination of both.

2. Reflection is the stage at which students reflect on their experience and draw conclusions.

3. Theorizing is a stage in which students try to make sense of their experiences based on theory.

4. Application is the stage where students apply their new knowledge and skills in the real world.

The Kolb Cycle can be used for learning in any context, including education, business, and professional development. For example, in education, the Kolb cycle can be used to develop training programs that focus on the active participation of training participants; in business, the Kolb cycle can be used to develop the skills of employees; in professional development, the Kolb cycle can be used to improve the skills of employees. The Kolb Cycle is an effective learning tool because it allows employees to acquire new knowledge and skills actively.

The Shewhart-Deming cycle, also known as PDCA (Plan-Do- Check-Act), is a cyclical approach to quality management that William Edwards Deming and Walter Shewhart developed [7]. The cycle consists of four stages:

1. Plan - at this stage, goals are defined, and plans for their achievement are developed.

2. Do - at this stage, plans are implemented into reality.

3. Check - At this stage, it is checked whether the goals have been achieved and whether any problems have been detected.

4. Act - at this stage, the necessary changes are made to improve the results.

The Shewhart-Deming cycle is an effective organizational management tool because it allows organizations to improve their processes and products continuously. In production, the Schuhart- Deming cycle can be used to implement a new process or improve an existing one; in the service sector, the Schuhart-Deming cycle can be used to improve the quality of customer service; in professional development, the Shewhart-Deming cycle can be used to improve the skills of employees. For example, a company may use the Shewhart-Deming cycle to develop an employee training program. During the planning stage, the company defines program goals, such as improving employee productivity or reducing errors. At the implementation stage, the company implements a training program. During the verification phase, the company verifies whether the program goals have been achieved. In the action phase, the company makes the necessary changes to improve the training program results.

The ADDIE model is an acronym for the five stages of the learning process[8]:

• Analysis - at this stage, learning goals, student needs, and learning requirements are determined.

• Design - at this stage, a training plan is developed, which includes goals, content, training methods, and assessment.

• Development - at this stage, educational materials and other resources necessary for training are created.

• Implementation - at this stage, training is implemented into reality.

• Evaluation - at this stage, the effectiveness of training is evaluated.

The ADDIE model is an effective tool for developing and implementing employee training programs. It provides a structured approach to the learning process that helps ensure that learning is effective and meets the needs of the learning participants. An organization can use the ADDIE model to develop a training program for new hires, improving their qualifications, etc. At the analysis stage, it is determined what knowledge and skills employees need to improve productivity or career development. At the design stage, a training plan is developed, including training courses, training, and other forms of training. During the development phase, learning materials such as lectures, exercises, and tests are created. At the implementation stage, a training program for employees is implemented. In the evaluation phase, the organization can assess whether the learning objectives have been achieved. The ADDIE model is a versatile tool that can be applied to training employees in various contexts.

The AIDA model is an acronym for the four stages of the learning process:

• Attention - At this stage, drawing the students' attention to learning is necessary.

• Interest - at this stage, it is necessary to arouse students' interest in learning.

• Desire (Desire) - at this stage, it is necessary to make students want to learn.

• Action - at this stage, it is necessary to stimulate students to action.

The AIDA model is an effective tool for developing and implementing employee training programs. It helps ensure that the training is exciting and motivating for the participants. The AIDA model is an effective tool for staff training as it helps to ensure that learning is exciting and motivating for students. Using the AIDA model in training will help organizations achieve their training goals and improve staff performance.

The Dewey model of learning, also known as the problembased learning model, is based on the idea that learning occurs through problem-solving. The model was developed by John Dewey, an American philosopher and educator [9].

Dewey's model consists of four stages:

1. Problem formulation - at this stage, students face a problem they cannot solve with the help of their existing knowledge and skills.

2. Formulation of hypotheses - at this stage, students formulate hypotheses that can help them solve the problem.

3. Research - at this stage, students gather information to help them evaluate their hypotheses.

4. Evaluation - at this stage, students evaluate whether their hypotheses are correct.

The Dewey model is an effective tool for employee training because it helps employees develop critical thinking, creativity, and problem-solving skills.

Training methods are how teachers and training providers help employees learn. Learning methods can be divided into different categories, such as attention activation, information acquisition, information application, and information acquisition control methods.

Table 3. Methods of personnel training