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Methods Of Training And Development

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  • 1. METHODS OF TRAINING AND DEVELOPMENT
  • 2. TRAINING AND DEVELOPMENT
    • It is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioural change takes place in structured format.
  • 3. Two approaches of T and D
    • Traditional approach
    • Modern approach
    Two approaches of T and D
  • 4. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT
    • Traditional Approach – Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching.
  • 5.
    • Modern approach- It is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results.
  • 6. Methods of Training
    • COGNITIVE METHODS
    • BEHAVIORAL METHODS
  • 7. CONTD…
    • COGNITIVE METHODS
    • Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc.
    • FOCUSES- changes in knowledge and attitude by learning.
  • 8. Methods that come under Cognitive approach
    • LECTURES
    • DEMONSTRATIONS
    • DISCUSSIONS
    • COMPUTER BASED TRAINING (CBT)
  • 9. LECTURES
    • This method is used to create understanding of a topic or to influence behavior, attitudes through lecture.
    • A lecture can be in printed or oral form.
    • Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic.
  • 10. CONTD……..
    • It is difficult to imagine training without lecture format.
    • There are some variations in Lecture method.
    • The variation here means that some forms of lectures are interactive while some are not.
  • 11. Demonstration
    • This method is a visual display of how something works or how to do something.
    • Example, trainer shows the trainees how to perform or how to do the tasks of the job.
    • Helps the focusing their attention on critical aspects of the task
  • 12. Discussion method
    • This method uses a lecturer to provide the learners with context that is supported, elaborated, explains, or expanded on through interactions both among the trainees and between the trainer and the trainees.
    • Discussion method is a two-way flow of communication
    • knowledge in the form of lecture is communicated to trainees
    • Then understanding is conveyed back by trainees to trainer .
  • 13. Cbt training
    • Providing training to employees through Intranet or Internet.
    • CBT does not require face-to-face interaction with a human trainer.
  • 14. BENEFITS OF CBT
  • 15. BEHAVIORAL METHODS
    • Behavioral methods are more of giving practical training to the trainees
    • The various methods in this allows the trainee to behavior in a real fashion
    • These methods are best used for skill development.
  • 16. Methods that come under Behavioural approach
  • 17. GAMES AND SIMULTATIONS
    • Game is defined as spirited activity or exercise in which trainees compete with each other according to the defined set of rules.
    • Simulation is creating computer versions of real-life games.
    • It is about imitating or making judgment or opining how events might occur in a real situation.
  • 18. Business games
    • These are based on the set of rules, procedures, plans, relationships, principles derived from the research.
    • In business games, trainees are given some information that describes a particular situation and are then asked to make decisions that will best suit in the favour of the company.
  • 19. Role plays
    • Role play is a simulation in which each participant is given a role to play.
    • Information is given to Trainees related to:
    • description of the role
    • concerns
    • objectives
    • responsibilities
    • emotions, etc.
  • 20. Contd…
    • Then, a general description of the situation, and the problem that each one of them faces, is given.example,
    • Situation could be strike in factory,
    • Managing conflict between two parties
    • Scheduling vacation days, etc.
  • 21. In basket techniques
    • In this technique, trainee is given some information about the role to be played such as, description, responsibilities, general context about the role.
    • The trainee is then given the log of materials that make up the in-basket and asked to respond to materials within a particular time period.
    • After all the trainees complete in-basket, a discussion with the trainer takes place.
  • 22. Equipment simulators can be used in giving training to:
    • Taxi Drivers
    • Telephone Operators
    • Maintenance Workers
    • Product Development Engineers
    • Airline Pilots
  • 23. CASE STUDY
    • The trainee is given with some written material, and the some complex situations of a real or imaginary organization.
  • 24. DEVELOPMENT
    • The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to install sound reasoning processes.
  • 25.
    • ON THE JOB TRAINING
    • OFF THE JOB TRAINING
    Two parts of development
  • 26. ON JOB TRAINING
    • The development of a manager’s abilities can take place on the job. The four techniques for on-the job development are:
    • COACHING
    • MENTORING
    • JOB ROTATION
    • JOB INSTRUCTION TECHNIQUE (JIT)
  • 27. COACHING
    • Coaching is one of the training methods, which is considered as a corrective method for inadequate performance.
    • Coaching is the best training plan
    • It is one-to-one interaction
    • It can be done on phone, meetings, through mails, chat etc.
  • 28. Mentoring
    • Mentoring is an ongoing relationship that is developed between a senior and junior employee.
    • Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee.
  • 29. Job Rotation
    • This approach allows the manger to operate in diverse roles and understand the different issues that crop up.
    • It is the process of preparing employees at a lower level to replace someone at the next higher level.
  • 30. Job Instruction Technique(JIT)
    • Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills and attitudes development.
  • 31. OFF THE JOB TRAINING –
    • There are many management development techniques that an employee can take in off the job. The few popular methods are:
    • SENSITIVITY TRAINING
    • TRANSACTIONAL ANALYSIS
    • STRAIGHT LECTURES/ LECTURES
    • SIMULATION EXERCISES
  • 32. Sensitivity Training
    • Sensitivity training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioural flexibility.
  • 33. Transactional Analysis
    • Transactional Analysis provides trainees with a realistic and useful method for Analysing and understanding the behavior of others.
    • In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation-reaction relationship between two persons is a transaction.
  • 34. Lecture – A Method of Training
    • Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic.
    • Training is basically incomplete without lecture.
  • 35. THANK YOU

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