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Training Methods

Lesson 7

Training Methods
A systematic procedure or techniques by which a skill is developed in a person, employee of an organization.
Training Technologies

Traditional Technologies Lecture and Discussion Case Study Role Play

Emerging Technologies E- learning Computer based training

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Training Method
Selecting the Best Method depends on:
Duration of the training program Cost involved Training setting at the disposal of the trainer. Better to have a combination of methods

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Training Methods
Presentation Methods Lecture Method Audiovisual Techniques Hands-on Methods On-the-job training Simulations Case studies Business games Role plays Behaviour modeling Group Building Methods Adventure Learning Team Training Action Learning
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Presentation Methods
Presentation methods refers to the methods in which trainees are passive recipients of information. This information would be Facts or information Processes Presentation method includes Lecture Audiovisual techniques

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Presentation Method: Lecture


Advantages of Lecture Method Efficient way to transmit large amount of information Very cost effective Easy to organize Information can be communicated instantly Disadvantage Lack participant involvement Not much meaningful connection to the work environment Difficult to judge learners level of understanding
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Presentation Method: Audiovisual Techniques


Audiovisual instruction includes overheads, slides and videos. This is used along with lectures to demonstrate the skill taught. Advantages of using Video Trainers can review, slow down or speed up the lesson Trainees can watch the video multiple times. This gives them control on the learning Disadvantage Not much scope for interaction
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Hands-on Methods
Hands-on methods are training methods that require the trainees to be actively involved in learning. These methods are ideal for developing specific skills, understanding how skills and behaviours can be transferred to the job. Hands- on methods include: On-the-job training Simulations Case studies Business games Role plays Behaviour modeling

Hands-on Methods: On the job training


On-the-job (OJT) refers to new or inexperienced employees learning in the work setting and doing work by observing peers and managers performing the job Used to teach: Production and process skills Management and interpersonal skills

Hands-on Methods: On the job training


Advantages It can be customized to the experience and abilities of the trainees. Training is immediately applicable. Cost effective Can be offered any time Disadvantages It is unstructured

Hands-on Methods: On the job training


Apprenticeship This is a work-study training method with both on the- job and classroom training. Advantages Trainees can earn on the job. Trainees wage increases as their skill improve

Hands-on Methods: Simulations


A training method that represents a real-life situation. Eg . Pilot training
Trainees decisions result in outcomes that mirror what would happen if on the job. Used to teach: Production and process skills Management and interpersonal skills

Hands-on Methods: Simulations


Advantages Accelerates knowledge transfer through learning by doing in a risk-free environment It engages participants interactively helping them to practice, retain and apply what they have learned. Disadvantage Simulators are expensive to develop Constant up gradation of simulators are need

Hand-on Methods: Case Studies


Description about how employees or an organization dealt with a difficult situation.
Trainees are required to: o Analyze and critique actions taken o Indicate the appropriate actions o Suggest what might have been done differently Major assumption of this approach is that employees are most likely to recall and use knowledge and skills learned through a process of discovery.

Hand-on Methods: Case Studies


Advantages
Helps in developing cooperation and interpersonal skills among the participants

Hands-on Methods: Role Plays


Role-playing is a type of instructional simulation where trainees enact an incident and give other participants an opportunity to observe and provide their feedback.
Role-plays are suitable for providing training related to customer care, student counselling, dealing with grievances, etc. Role-plays help trainees understand perspectives and feelings of other people in a wide range of work-related issues Role-play being a learner-centred participatory method, it demands prior knowledge of the task to actively engage one self and learn in the process.
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Hands-on Methods: Business Games


Business games require trainees to gather information, analyze it, and make decision. This is used mostly for management skill development.
Business games provide active learning, helps in lateral thinking

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Hands-on Methods: Behavior Modeling


Behaviour modeling presents trainees with a model who demonstrate key behaviours to replicate and provides trainees with the opportunity to practice key behaviour. Based on principle of social learning theory. Learning occurs by:
1. 2. Observation of behaviour demonstrated by a model Reinforcement

More appropriate for learning skills and behaviors than factual information. Effective for teaching interpersonal and computer skills.

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Hands-on Methods: Behavior Modeling


Characteristics of effective modelling: 1. 2. 3. 4. 5. 6. Clearly presents the key behaviors The model is credible to the trainees An overview of the key behaviour is presented Each key behaviour is represented A review of the key behaviors is included The display presents models engaging in both positive and negative ( not using) use of key behaviour

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Group Building Methods


Group Building method refers to training methods designed to improve team or group effectiveness
Group building methods involve trainees Sharing ideas and experiences Building group identity Understanding interpersonal dynamics Group techniques focus on helping teams increase their skills for effective teamwork
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Group Building Methods


Group building methods include: Adventure learning Team training Action learning

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Group Building Method: Adventure Learning


Adventure Learning Focuses on the development of teamwork and leadership skills using structured outdoor activities. Also known as wilderness training and outdoor training. Best suited for developing skills related to group effectiveness such as: Self-awareness Problem solving Conflict management Risk taking
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Group Building Method: Adventure Learning


To be successful: 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 about o what happened in the exercise o what was learned o how events in the exercise relate to job situation o how to apply what was learned on the job
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Group Building Methods: Team Training


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.

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Group Building Methods: Action Learning


Involves giving teams or work groups: an actual problem, having them work on solving it, committing to an action plan, and holding them accountable for carrying out the plan.

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Group Building Methods: Team Training


Several types of problems are used including how to: Change the business Better utilize technology Remove barriers between the customer and company Develop global leaders

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Choosing a Training Method


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3.
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Identify the type of learning outcome that you want training to influence. Consider the extent to which the learning method facilitates learning and transfer of training. Evaluate the costs related to development and use of the method. Consider the effectiveness of the training method.

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