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Methods Of Training And Development

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Methods of Training and development in HR

Methods of Training and development in HR


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  • 1. Methods of Training and Development.
  • 2. Concept.
    • Training method may be defined as “an educational approach for turning knowledge into learning”.
    • The method by which training is deliverrd varies based on needs of the organization, trainee and task being performed. The method should suit the audience,content,business environment and the learning objectives.
  • 3. Factors affecting choice of training module:
    • Age,gender,level of education.
    • Learning styles of the trainee
    • Number of trainees
    • Budget
    • Trainers skill and training style.
  • 4. Approaches to training
    • 1)Traditional Aproach:Here the training staff designs the objectives,contents,teaching techniques,assignments,lesson plans and evaluation. (PRE SERVICE TRAINING)
    • 2)Experiential Aproach:Here the trainer incorporates experiences where the learner becomes active and influences the training process.(IN-SERVICE TRAINING)
  • 5.
    • 3)Performance based teaching approach (PBTA):Here goals are measured through attainment of a given level of proficiency instead of passing grades of the trainees.
  • 6. Common methods of training.
    • 1)Passive method: It is dominated by trainers. It includes
    • Lecture and discussion
    • Video and films
    • Laboratory demonstrations.
    • 2)Active method: it includes
    • Equipment mock ups
    • Full scope simulators.
  • 7.
    • 3)on the site methods:
    • Apprenticeship
    • Job Rotation
    • Vestibule training(comined benefits of classroom and on job training). It involves immediate feedback.
    • 4)OJT : Job instructions while training.
  • 8.
    • 5)Off-the site methods:
    • Lecture method
    • small group activity method.
    • Case studies
    • Business games
    • Role plays
    • Programmed instructions
    • In-basket exercise
  • 9.
    • 6)Sensitivity/T-group Training.
    • It attempts to change individual behavior by placing participants in an unstructured ambiguous situation and having them resolve the conflicts which emerge as a result of ambiguity through interpersonal interactions.
    • Group members examine their individual and collective interpersonal relations and develop an understanding of the dynamics of group interaction and functioning.
  • 10.
    • Goals of T-group training:
    • To increase self insight.
    • To increase individual sensitivity to the behaviors of others and their underlying emotional bases.
    • To increase diagnostic skills.
  • 11.
    • Thank you.