This document discusses traditional training methods, including presentation methods like lectures and audiovisual instruction as well as hands-on methods like on-the-job training, simulations, and role-plays. It also covers group building methods such as adventure learning, team training, and action learning which are designed to improve team effectiveness through experiential learning. The advantages and disadvantages of each type of method are presented. Finally, it lists factors to consider when choosing a training method like the desired learning outcome, how well it facilitates learning transfer, costs, and effectiveness.

1. Chapter 7
Traditional Training
Methods
Rania Hassan Ali
MBA - Major : HR
Faculty Of Commerce, Cairo University

2. 7-2
Presentation Methods
Methods in which trainees are passive recipients of
information, which may include:
• Lecture:Trainer or more present information and
may ask questions by use visual aids provided, while
trainees listen and absorb information.

3. 7-3
Presentation Methods
(CONT.)
• Audiovisual instruction: includes slides, and
video,which is a popular instructional method used
for improving communications skills, interviewing
skills, and customer-service skills and fors how how
procedures should be followed.

4. 7-4
Presentation Methods
(CONT.)
Advantages:
• Least expensive and time-consuming ways to present a large
amount of information to large groups of trainees.
• Supports training methods such as behavior modeling and
technology-based techniques.
• Flexibility in customizing the session depending on trainees’
expertise.
• It requires minimum knowledge of technology and
equipment.

5. 7-5
Presentation Methods
(CONT.)
Disadvantages:
• Lacks participant involvement, feedback, and useful
connection to the work environment.
• It is difficult to judge quickly and efficiently the
learners’ level of understanding.
• Too much content for the trainee to learn.

6. 7-6
Hands-on Methods
Training methods that require the trainee
to be actively involved in learning.

7. 7-7
Hands-on Methods
(CONT.)
• On-the-job training (OJT):new employees learning during work by observing peers
or managers performing the job and trying to imitate their behavior.
• Self-directed learning: employees take responsibility for all aspects of learning
including when it is conducted and who will be involved
• Apprenticeship: work-study training method with both on-the-job and classroom
training.
• Simulation: training method that represents a real-life situation which trainees’
decisions resulting from what would happen if they were on the job.
• Case studies: description, analyze, critique and suggesting about how employees or
an organization dealt with a difficult situation.
• Business games: trainees to gather information, analyze it, and make decisions for
management skill development.
• Role- plays: require the trainees act characters assigned to them.
• Behavior modeling: determine a set of behaviors that are necessary to complete a
task to replicate (teaching skills.)

8. 7-8
Hands-on Methods
(CONT.)
Advantages:
• Training is immediately applicable to the job.
• Meets specific business training needs and help
attract talented employees.
• Is a social activity.
• Indicates Current Skill Level.
• interact with their peers and discuss their learning
with the instructor.

9. 7-9
Hands-on Methods
(CONT.)
Disadvantages:
• The case may not actually relate to the work situation or
problem that the trainee will encounter.
• High development costs.
• Not every situation can be included.
• Loss of creativity as the training provides one model to
perform a skill.
• Too Simple the skill may not be enough to cover the
situation effectively.

10. 7-10
Group Building Methods
Training methods designed to improve
team or group effectiveness by Involve
experiential learning.

11. 7-11
Group Building Methods
(Adventure learning )
• Adventure learning - Focuses on the development of
teamwork and leadership skills through structured
activities.
• Best suited for developing skills related to group
effectiveness such as self-awareness, problem
solving, conflict management, risk taking.

12. 7-12
Group Building Methods
(Team training )
• Team training - coordinates the team performance
who work together to achieve a common goal,
through develop procedures to identify & resolve
errors and coordinate information gathering
Team performance
knowledge, attitudes, and behavior.

13. 7-13
Group Building Methods
(Team training )
Figure 7.3 - Main Elements of the Structure of Team Training

14. 7-14
Group Building Methods
(Action learning)
• Action learning
• Gives teams or work groups an actual problem, has them
solve it and commit to an action plan, and holds them
accountable for implementing the plan.
• Addresses how to change the business, better utilize
technology, remove barriers between the customer and
company, and develop global leaders.

15. 7-15
Group Building Methods
(CONT.)
Advantages
• Addresses how to change the business,
• better utilize technology,
• remove barriers between the customer and company, and
develop global leaders.

16. 7-16
Choosing a Training Method
• 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.