GROUP TRAINING Orientation Training In group training, trainees receive training in one large group. This method allows a large number of people to learn at the same time, thereby reducing the time devoted to training. The instructors  use  training  aids,  demonstrations, lectures, and group discussions, which increase the effectiveness of the training. However, this method is effective only for information that does not require a lot of “hands-on” practice with complex processes or equipment. THE SCHOOLHOUSE METHOD Trainees of the schoolhouse method attend a specially  organized  Navy  or  civilian  training course. This method of training is highly effective, but the person must frequently accept temporary additional  duty  (TAD)  at  another  location  to attend the course. Thus, the command loses the individual for the duration of the training. That drawback, coupled with the expense of sending the  person  TAD,  reduces  the  effectiveness  of this method. Commands can make it effective, however, by using a few people to teach many. That is, commands can send a few people TAD to learn new skills; after those people return, they can then teach the skills to their shipmates. THE IN-HOUSE TRAINING METHOD The best training method is an in-house training program that combines the apprentice- ship, group, and schoolhouse methods to meet the needs of your command. Any effective training method requires care- fully planned and properly scheduled lessons. When developing lesson plans and setting up schedules for in-house training, remember two important elements. First, the larger the volume of information, the more time the trainee will require to absorb it. Second, the speed at which people learn varies, though given enough time and enough practice, most people can learn any skill. Through systematic training people can learn jobs in a fraction of the time normally required through self-study. Planning ensures the trainee will  receive  in-house  training  in  everything required to perform the job. Scheduling provides the time needed for training. The Navy uses four types of in-housetraining: orientation, on-the-job, refresher, and career or professional development training. Orientation training is designed to acquaint Navy personnel with their new organization, their place in the organization, and the part the organization plays in carrying out the Navy’s mission(s). Every person entering an organization or unit for the first time needs orientation training. Before people can become enthusiastic about their work, they must know something about the organization and feel a sense of pride in being a part of it. Generally, new people are apt to be more attentive, open-minded, and eager to learn than the “old hands”; and what they learn is more likely to remain indelibly fixed in their  minds.  Therefore,  a  good  orientation  is important to new people. On-the-Job Training On-the-job training teaches Navy personnel how to do the jobs to which they have been assigned. Since that is among the most important training supervisors do, they must conduct it with great care. Careless or indifferent training could result in higher operating costs; in extreme cases, it could prevent mission accomplishment or cost someone his or her life or a limb. Untrained personnel are the most expensive individuals on the Navy’s payroll. Untrained people always cost more in dollars and operational capability than a trained, mission-capable person, The cheapest, most cost-efficient way to train new personnel is through a regularly scheduled training program. Refresher Training Refresher training helps people keep “up to speed.” It enables people to brush up on knowledge and skills they already have but do not use often. It also teaches them about any changes in methods or techniques. Refresher training takes place after people have completed job training. Career or Professional Development Training Career or professional development training develops and improves the knowledge, skills, and abilities of your people to prepare them to fill positions of greater responsibility. Such training helps people prepare for advancement even though it may not relate to their immediate jobs. 5-3