This document discusses traditional training methods that require an instructor and face-to-face interaction. It describes various presentation methods like lectures and audiovisual techniques where trainees are passive recipients of information. It also covers hands-on methods like on-the-job training, simulations, case studies, and role playing where trainees are actively involved. Finally, it discusses alternative methods like self-directed learning, apprenticeships, team training, action learning, and Six Sigma training.

1. TRADITIONAL
TRAINING
METHODS

2. Several studies
have shown that
most workplace
learning doesn’t
occur through
formal or programs.

3. Created and Guided by the Company
Figure 7.1 A Learning System
Guided Competency
Development
Example: Lecture
Online, Training
Mobile Learning
Competency-
Based Learning
Guided Contextual Learning
Example: Simulation,
On-the-job-training,
Behavior modeling
Experiential Learning
Context-
Based Learning
Social Competency
Development
Example: Mentoring,
Job Experiences,
Coaching
Social Contextual
Learning
Example: Social Media
Created and Guided by
Users

4. This chapter focuses
on training methods
which require an
instructor or a
facilitator and
involve face to face
interaction between
trainees.

5. ICE BREAKER
T P R E O P A L D E C I
O T U I N T R Y
7 LETTERS

6. THE CORRECT ANSWER IS:
T R A D I T I O N A L

7. PRESENTATION METHODS
• are methods in which trainees
are passive recipients of
information.
• this information may include
facts, processes, and problem
solving methods.

8. LECTURE
In a lecture trainers
communicate through
spoken words what they
want the trainees to
learn.

9. 45%
29%
15%
28%
4%
1%
Instructor - Led
Classroom
Combination of
method
Virtual
room
Online or
Computer-based
Social
Learning
Mobile
Learning
100
90
80
70
60
50
40
30
20
10
o
PercentageofTrainingHoursDelivered
Figure 7.2
Use of Training Methods

10. Audio Visual Techniques
• Audiovisual instruction
includes overheads, slides and
video.
• Video is use for improving
communication skills,
interviewing skills, and
customer-service skills.

11. HANDS-ON METHODS
• Are training methods that
require the trainee to be
actively involve in
training.
• These methods includes
OJT, simulations, case
studies, business games,
role playing and behavior
modeling.

12. ON THE JOB TRAINING (OJT)
• Refers to new or
inexperienced employees
learning in the work setting
and during work by observing
peers or managers performing
the job and then trying to
imitate their behavior.

13. Effective OJT Training includes;
• A policy statement that describes the
purpose of OJT and emphasizes the
company’s support for it.
• A clear specification of who is accountable
for including OJT. If managers conduct OJT,
this is mentioned in their job descriptions
and is part of their performance evaluation.

14. Effective OJT Training includes;
• A thorough review of OJT practices.
• Training of managers and peers in the
principle of structured OJT.
• Availability of lesson plans, checklists,
procedure manuals, training manuals,
learning contract and progress reports
for use by employees who conduct OJT.
• Evaluation of employees’ levels of basic
skill.

15. SELF-DIRECTED
LEARNING
Has employees take responsibility
for all aspects of learning, including
when it is conducted and who will
be involved.

16. APPRENTICESHIP
A work-study training method with
both on-the-job and classroom
training.

17. SIMULATIONS
A training method that represents a real-
life situation, with trainees’ decisions
resulting in outcomes that mirror what
would happen if they were on the job.

18. Case study
A description about how employees or an
organization dealt with a difficult
situation.

19. 1.IDENTIFY A STORY
2.GATHER INFORMATION
3.PREPARE A STORY
OUTLINE
4.DECIDE ON
ADMINISTRATIVE ISSUES
5.PREPARE CASE MATERIAL
PROCESS FOR CASE DEVELOPMENT

20. Team Training
 Refers to training that is designed to improve
team effectiveness.
• There are many different types of teams in
companies, including production teams,
service teams, committees, project teams,
and management teams.
• Teamwork tends to be episodic.

21. Team
Performance
Behavior Knowledge Attitudes
Components of Team
Performance

22. Main Elements of the Structure
of Team TrainingTOOLS
• Team Task Analysis
• Performance Measurement
• Task Simulation and
Exercises
• Feedback
• Principles
• Information-based
• Demonstration-based
• Video
STRATEGIES
• Cross Training
• Coordination Training
• Team Leader Training
• Guided Team Self
Correction
• Scenario-based
Training
Team Training Objectives
CONTENT
• Knowledge
• Skills
• Attitudes
• Practice-based
• Guided Practice
• Role-Play
METHODS

23. Action Learning
Gives teams or work groups an actual problem, has
them work on solving on it and committing to an action plan,
and then holds them accountable for carrying out the plan.
Steps in Action Learning
• Identification of the sponsors of action learning, including CEO’s
and top managers.
• Identification of the problem or issue.
• Identification and selection of the group who can address the
problem.
• Identification of coaches who can help the group reframe the
problem and improve its problem solving by listening, giving
feedback, offering assumptions, and so on.
• Presentation of the problem to the group.
• Group discussion that includes reframing the problem and
agreement on what the problem is.
• Data gathering and analysis relevant to solving the problem.
• Group Presentation on how to solve the problem.
• Self-reflection and debriefing.

24. Six Sigma-Black Belt Training and
Kaizen
• Six Sigma and Kaizen, Black Belt
Training programs, involve principles of
action learning.
• Six Sigma and Kaizen provide employees
with measurement and statistical tools to
help reduce defects to cut costs.
• There are several levels of Six Sigma
Training, resulting in employees
becoming certified as green belts,
champions, or black belts.

25. Choosing a Training Method
As a trainer or manager, you will likely
be asked to choose a training method given
the large number of training methods
available to you, this task may seem
difficult. One way to choose a training
method is to compare methods.