Training & Development – Traditional Training Methods

Methods in which trainees are Passive Recipients of Information.

Facts or informationProcessesProblem-solving methods It includes Lectures and Audio-visual techniques.

1. Trainers communicate through spoken words what they want the trainees to learn.

2. Least expensive and least time-consuming ways to present a large amount of information.3. It is easily employed with large groups of trainees.4. Supports Training Methods such as Behavior Modeling and Technology-based Techniques.

Standard LectureStudent PresentationsPanelsTeam TeachingGuest Speakers

Audio-visual instruction includes:OverheadsSlidesVideo

1 Communication skills2 Interviewing skills3 Customer-service skills4 Illustrating how Procedures should be followed

Training methods that require the trainee to be actively involved in learning

On-the-job training (OJT)SimulationsCase studiesBusiness gamesRole playsBehavior modeling

refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior

ApprenticeshipsSelf-directed learning programs

1 Training newly hired employees2 Upgrading experienced employees' skills when new technology is introduced3 Cross-training employees within a department or work unit4 Orienting transferred or promoted employees to their new jobs

A policy statement that describes the purpose of OJT and emphasizes the company's support for itA clear specification of who is accountable for conducting OJTA thorough review of OJT practices at other companies in similar industries

Training of managers and peers in the principles of structured OJTAvailability of lesson plans, checklists, procedure manuals, training manuals, learning contracts, and progress report forms for use by employees who conduct OJTEvaluation of employees' levels of basic skills before OJT

Employees take responsibility for all aspects of learning:when it is conductedwho will be involvedTrainees master predetermined training content at their own pace without an instructorTrainers are available to evaluate learning or answer questions for the trainee

Learn at own paceFeedback about learning performanceFewer trainers neededConsistent materialsMultiple sites easierFits employee shifts and schedules

Trainees must be motivated to learn on their ownHigher development costsHigher development time

1. Conduct a job analysis to identify the tasks that must be covered2. Write trainee-centered learning objectives directly related to the tasks3. Develop the content for the learning package4. Break the content into smaller pieces5. Develop an evaluation package that includes: evaluation of the trainee evaluation of the self-directed learning package

1.

Work-study training method with both on-the-job and classroom training2. To qualify as a registered apprenticeship program under state or federal regulations: 144 hours of classroom instruction 2000 hours (or one year) of OJT experience3. Can be sponsored by companies or unions4. Most programs involve skilled trades

Earn pay while learningEffective learning about "why and how"Full-time employment at completion

Limited access for minorities and womenNo guarantee of full-time employmentTraining results in narrow focus expertise

Represents a real-life situationTrainees' decisions result in outcomes that mirror what would happen if on the jobUsed to teach:Production and process skillsManagement and interpersonal skills

Description about how employees or an organization dealt with a difficult situation

Trainees are required to:A. analyze and critique actions takenB.

indicate the appropriate actionsC. suggest what might have been done differently

is that employees are most likely to recall and use knowledge and skills learned through a process of discovery

Identify a storyGather informationPrepare a story outlineDecide on administrative issuesPrepare case materials

Require trainees to gather information, analyze it, and make decisionsPrimarily used for management skill developmentGames mimic the competitive nature of business

1. Trainees act out characters assigned to them2. Information regarding the situation is provided to the trainees3. Focus on interpersonal responses4. Outcomes depend on the emotional (and subjective) reactions of the other trainees5.

The more meaningful the exercise, the higher the level of participant focus and intensity

a. Involves presenting trainees with a model who demonstrates key behaviors to replicateb. Provides trainees opportunity to practice the key behaviorsc. Based on the principles of social learning theoryd. More appropriate for learning skills and behaviors than factual informatione. Effective for teaching interpersonal and computer skills

IntroductionSkill Preparation and Development

Present key behaviors using videoGive rationale for skill moduleTrainees discuss experiences in using skill

View modelParticipate in role plays and practiceReceive oral and video feedback on performance of key behaviors

Application Planning

Set improvement goalsIdentify situations to use key behaviorsIdentify on-the-job applications of the key behaviors

1.

Group building methods - training methods designed to improve team or group effectiveness2. Training directed at improving trainees' skills as well as team effectiveness3. Group building methods involving trainees

A. Sharing ideas and experiencesB. Building group identityC.

Understanding interpersonal dynamicsD. Learning their strengths and weaknesses and of their co-workers

helping teams increase their skills for effective teamwork

Group building methods

Adventure LearningTeam TrainingAction Learning

1. Focuses on the development of teamwork and leadership skills using structured outdoor activities2. Also known as wilderness training and outdoor training3. Best suited for developing skills related to group effectiveness

Self-awarenessProblem solvingConflict managementRisk taking

Exercises should be related to the types of skills that participants are expected to develop. After the exercises, a skilled facilitator should lead a discussion.

what happened in the exercisewhat was learnedhow events in the exercise relate to job situationhow to apply what was learned on the job

Involves coordinating the performance of individuals who work together to achieve a common goal Teams that are effectively trained develop procedures to identify and resolve errors, coordinate information gathering, and reinforce each other

BehaviorKnowledgeAttitude

ToolsMethodsStrategiesTeam Training ObjectivesContent

Team Task Analysis Performance Measurement Task Simulation and Exercises Feedback Principles

Information-Based Demonstration-Based Video Guided Practice Role Play

Cross-Training Coordination Training Team Leader Training

Knowledge Skills Attitudes

an actual problem,having them work on solving it,committing to an action plan, andholding them accountable for carrying out the plan

Change the businessBetter utilize technologyRemove barriers between the customer and companyDevelop global leaders

1. Identify the type of learning outcome that you want training to influence2. Consider the extent to which the learning method facilitates learning and transfer of training3. Evaluate the costs related to development and use of the method4.

Consider the effectiveness of the training method