Choosing Trainers and Trainees

Great care must be exercised in choosing effective instructors or trainers. Presence of trained trainers is a major factor in whether the training program is successful. It will help if these principles of learning are followed: - provide time for practice of the material. -require practice and repetition of the material. -communicate the material effectively.

Selecting a trainer that has no understanding of learning, training delivery, individual motivation and training techniques is doomed to fail. As a cautionary suggestion, a review of the trainers understanding of theory , methods and delivery should precede placing anyone in a trainer position. The training program is designed to help employees , find better jobs elsewhere when layoffs are necessary, or to retrain employees.

Training and Development Instructional Methods

On the job training Case Studies Role Playing In Basket Techniques Management Games Behavioural Modeling

Training and Development Instructional Methods

On the job training: - Most widely used method of training. - Estimated that more than 60% of training occours on the job. - Employee is placed into the real work situation and shown the job and tricks of the trade by an experienced employee or the supervisor. - This program is simple and relatively less costly. - The trainer should be motivated for training and rewarded for doing it so well.

-Toll-free hotlines can help improve a firms customer service. -Competence and mastery of tasks are accomplished through: Challenging assignments. Good role models. Timely and comprehensive coaching.

Case Studies : -Its widespread technique which uses a written description of a real decision making situation in the organization or a situation that occurred in another organization. -Managers are supposed to study the case to identify the problems, analyze the problem for their significance, propose solutions, choose the best solution and implement it.

-More learning takes place if there is interaction between the managers and the instructor. This method is effective in clarifying rational decision making.

Role Playing:
-Its a cross between the case method and an attitude development program. - places the problems in a real life situation - uses problems that are now current or are happening on the job. - deals in problems in which participants themselves are involved. - deals in emotional and attitudinal aspects in an experimental frame of reference. - trains in emotional control. - provides practice in interpersonal skills

 In Basket Technique:
- participant is given materials that include items from a specific managers mail, e-mail and telephone list. -the trainee is analyzed and critiqued on the number of decisions made in the time allotted, the quality of the decisions and the priorities chosen for making them. - in order to generate interest, the in basket materials should be realistic, job related and not impossible to make decisions on.

Management Games :
-emphasize development of problem solving skills. -Advantages : integration of several interacting decisions, the ability to experiment with decisions, provision of feedback on decisions and the requirement that decisions be made with inadequate data, which easily simulates reality. -Criticism : cost of development and administration, the unreality of some models and the disturbing tendency of many participants to look for the key to winning the game instead of concentrating on making good decisions.

Behaviour Modeling : -Learning through imagination or observation.

- 4 steps in this process are : (i) modeling of effective behavior- often by use of films. (ii) role playing (iii) social reinforcement- trainees and trainers praise effective role playing. ( iv) transfer of trainer to the job -It offers promise for developing leadership skills , if used in conjunction with videotape methods.

Goal Setting -Goal Setting Process - Research On Goal Setting -Criticisms Of Goal Setting
Behaviour Modification -Principles of operant conditioning: (i) positive reinforcement (ii) Negative reinforcement (iii)Punishment (iv) Extinction

Applied behaviour modification: Pinpointing specific behaviour

Measuring, counting and formulating baseline point for critical behaviours.

Performing ABC analysis Antecedent-Behaviour-Consequence

The action plan and strategies: Postive reinforcements Negative reinforcements Extinction Punishment Evaluation of critical behaviour comparing baseline versus after-ineraction behaviours.