Training Methods

1. Training Methods
BHMS4424 Career Planning and Employee Development
Effective training design is not just about imparting
knowledge; it's about creating an environment where
learning is applied, skills are developed, and growth is
fostered.

2. Session Outline
01
Presentation
methods.
02
Hands-on methods.
03
Group building methods.
04
New technologies used
for training.
05
Types of e-learning
environment.
06
Technology-based training
methods.

3. Intended Learning
Outcomes
By the end of this session, you will be able to:
• analyze the strengths and weaknesses of various traditional training
methods, such as lectures, hands-on approaches, and group
building techniques, and determine their suitability for different
learning objectives.
• explain how new technologies, including computer-based training,
online learning, and social media, enhance the learning experience
and transfer of skills compared to traditional methods.

4. Summary: Lecture 4
Programme Design
• Pre-training, learning event, and post-training.
• Key points for designing effective learning programmes:
1. Selecting and preparing the training space: Comfort, accessibility, quiet
environment, adequate space, visibility.
2. Choosing trainers: Qualifications, teaching skills, industry knowledge, adaptability,
interpersonal skills, feedback and evaluation.
3. Creating a positive learning environment: High collaboration, high vs low self-
direction, prepare materials, practice techniques, audience-centric design, pre-
training engagement.
4. Designing courses and lessons: curriculum, course program, course sequence, design
document, lesson plan.
5. Curriculum road map: Visual overview of the learner pathways, course sequence and
lesson plan.
6. Choosing training providers: Request for proposal (RFP)
7. Understanding transfer of training: Transfer focus, self-management, manager &
peers support, opportunities for application, and technological support.

5. A learning system is a structured framework designed to
facilitate the acquisition and application of knowledge and
skills. It encompasses various approaches, including:
Guided Competency Development: Focuses on
structured pathways to enhance specific skills and
competencies.
Guided Contextual Learning: Involves learning
experiences that are directly related to real-world
contexts and applications.
Social Contextual Learning: Emphasizes
collaboration and interaction among learners in
social settings to enhance understanding.
Social Competency Development: Aims to build
interpersonal skills and competencies through
social interactions.
A Learning
System
Guided
Competency
Developmen
t
Guided
Contextual
Learning
Social
Competency
Developmen
t
Social
Contextual
Learning
Created and Guided
by the Company
Created and Guided
by the Users
Context Based
Learning
Competency
Based Learning

6. 1. Traditional Training Methods:
• Require an instructor or facilitation
• Involve face-to-face interaction between
trainees
2. Technology-Based Training Methods
Training
Methods

7. Traditional Training Methods
1. Presentation Methods:
• Lecture
• Audiovisual
2. Hands-On-Methods:
• On-the-job training (OJT)
• Self-directed learning
• Apprenticeship
• Simulations
• Case studies
• Business games
• Role plays
• Behavior modeling
3. Group Building Methods:
• Adventure learning
• Team training
• Action learning

8. 1. Trainees are passive recipients of information,
which may include:
• Facts or information
• Processes
• Problem-solving methods
2. Includes lectures and audio-visual techniques
1. Presentation
Methods

9. • Trainers share information by talking.
• This method is the most affordable and
saves time when teaching.
• It works well for big groups of learners.
• It helps demonstrate behaviors and can
be combined with technology.
1.1 Lectures

10. • Involves using tools like overheads, slides, and
videos.
• Helps improve skills in communication, interviewing,
and customer service.
• Shows how to follow procedures clearly.
• Videos are popular for teaching, but they are usually
not used by themselves.
1.2 Audiovisual
Techniques

11. • Requires trainees to be actively engaged in
their learning.
• Includes activities like on-the-job training (OJT),
simulations, case studies, business games,
role-playing, and behavior modeling.
Great for:
• Developing specific skills.
• Understanding how to apply skills and
behaviors at work.
• Experiencing every part of completing a task.
• Handling interpersonal issues.
2. Hands-On-
Method

12. • New or less experienced employees
learn while working by watching their
peers or managers.
• It’s informal training, not always part of
a formal program.
• Useful for:
• Training newly hired employees.
• Upgrading skills of experienced
employees.
• Cross-training employees in different
roles.
• Helping transferred or promoted
employees get settled.
2.1 On-the-job
Training (OJT)

13. • Employees take charge of their own learning,
deciding when and how it happens and who helps
them.
• Trainers act as facilitators to support the learning
process.
2.2 Self-directed
Learning

14. • A training method that combines on-
the-job experience with classroom
learning.
• Most apprenticeships are found in
skilled trades like plumbing, carpentry,
electrical work, and pipe fitting.
2.3 Apprenticeship

15. • Mimics real-life situations for training.
• Trainees’ decisions reflect actual outcomes they
might face at work.
• Replicates the equipment used on the job.
• Useful for teaching production, process skills,
management, and interpersonal skills.
• Development can be costly and requires regular
updates as new information arises.
2.4 Simulation

16. • Describe how employees or
organizations handled challenging
situations.
• Trainees are required to:
• Analyze and critique the actions
taken.
• Identify appropriate actions.
• Suggest alternative approaches.
• Assumes that employees will remember
and apply the knowledge and skills
learned.
• The learning environment should allow
2.5 Case Studies

17. • Trainees gather information, analyze it, and make
decisions.
• Primarily focused on developing management skills.
• Mimic the competitive nature of business
environments.
• Designed to demonstrate understanding and
application of knowledge, skills, or behaviors.
• Offer multiple alternative courses of action for
trainees to explore.
2.6 Business
Games

18. • Trainees act out assigned characters,
such as a manager, client, or
disgruntled employee.
• Commonly used in training programs
focused on interpersonal skills.
2.7 Role Plays

19. • A model demonstrates key behaviors for trainees to replicate.
• Provides opportunities for practice of these key behaviors.
• Based on principles of social learning theory.
• More effective for teaching skills and behaviors than factual
information.
• Focuses on displaying key behaviors that trainees will practice
to develop similar skills.
Effective modeling includes:
• Clear presentation of key behaviors.
• Credibility to trainees.
• Overview and repetition of key behaviors.
• Review of key behaviors.
• Presentation of both positive and negative examples.
2.8 Behavior
Modeling

20. • Aimed at improving team effectiveness.
• Defined as two or more people with specific
roles working together towards a common
goal.
Experiential Learning Involves:
• Gaining conceptual knowledge and theory.
• Participating in behavioral simulations.
• Analyzing activities.
• Connecting theory to on-the-job or real-life
situations.
3. Group
Building
Methods

21. Focuses on developing teamwork and leadership skills
through structured activities.
Activities include:
• Wilderness training
• Outdoor training
• Drum circles
• Cooking classes
Aims to enhance skills related to group effectiveness,
such as:
• Self-awareness
• Problem-solving
• Conflict management
3.1 Adventure
Learning

22. Aims to improve team effectiveness
through various methods:
• Cross Training: Team members learn
and practice each other’s skills.
• Coordination Training: Focuses on
sharing information and decision-
making to enhance performance.
• Leader Training: Training specifically for
team managers or facilitators.
• Scenario-Based Training: Places team
members in realistic contexts for
learning.
• Guided Team Self-Correction:
Emphasizes continuous learning and
knowledge sharing within teams.
3.2 Team Training

23. Involves teams or work groups focused on:
• Solving actual problems.
• Committing to an action plan.
• Being accountable for executing the plan.
Problems Addressed:
• Changing the business.
• Better utilizing technology.
• Removing barriers between customers and the
company.
• Developing global leaders.
3.3 Action Learning

24. Choosing a Training Method
Types of Learning Outcomes:
• Knowledge acquisition
• Skill development
• Behavioral change
Considerations:
• Learning: Assess how well the method promotes understanding.
• Transfer of Training: Evaluate how effectively skills are applied in real-world situations.
• Cost Evaluation: Analyze the costs associated with the training method.
• Effectiveness: Consider how effective the training method is in achieving desired outcomes.
Team Building activities: https://youtu.be/lcv4n9qK6ZQ?si=mtPZyPDMZHtlt2dZ

25. • Employees gain control over their learning.
• Access to knowledge and expert systems as
needed.
• Learning environment mirrors the actual work
environment.
• Choice of media for learning is available.
• Reduced administrative activities.
• Monitoring of employees' accomplishments
during training.
• Traditional training methods can be delivered
remotely, eliminating the need for central
training locations.
Benefits of
Technology

26. New Technologies Used for
Training

27. New Technologies Used for
Training

28. Types of Learning Environment

29. 1. Computer-Based Training, Online Learning,
Web-Based Training, E-Learning
2. Social Media: Wikis, Blogs, Microblogs, and
Social Networks
3. Blended Learning
4. Mobile Technology and Learning
5. Distance Learning
Technology-
Based Training
Methods

30. Refers to instruction and delivery of training by
computer through the internet or the web.
1. Computer-
Based Training
(CBT)

31. Online and mobile tools for interactive communication
and sharing user-created content.
Useful For:
• Sharing links to resources for new learning.
• Identifying future training needs and supporting
ongoing learning.
• Serving as a coaching and mentoring tool.
• Connecting learners during formal training events.
• Engaging Generation X and millennial employees.
• Providing content before in-person learning sessions.
• Blog: A webpage where an author posts entries, and
readers can comment.
• Wiki: A website that lets multiple users create, edit,
and update content to share knowledge.
• Microblog/Microsharing: Tools like Twitter that allow
short messages, links, and multimedia sharing.
• Shared Media: Audio or video content, such as
YouTube, that can be accessed and shared with others.
2. Social Media

32. Combines online learning, in-person instruction, and other
methods to deliver content.
Offers the benefits of both face-to-face teaching and technology,
while reducing the downsides of each.
3. Blended
Learning

33. Components:
• Wireless Systems: Wi-Fi and Bluetooth.
• Mobile Devices: PDAs and
smartphones.
• Software Applications: Tools for audio,
word processing, spreadsheets,
internet, email, and messaging.
• Training Delivery: Using devices like
smartphones, netbooks, or iPads.
• Formal Learning: E-learning courses,
podcasts, or videos accessible on
mobile devices.
• Informal Learning: Communication
through Twitter, blogs, or Facebook.
• Apps: Applications designed for
4. Mobile
Technology and
Learning

34. • Distance Learning: Used by companies in different
locations to share information about new products,
policies, and to provide skills training and expert
lectures.
• Teleconferencing: Real-time audio, video, and text
communication between individuals or groups in
different locations.
• Virtual Classroom: Online training led by an
instructor, accessible to employees in various
locations through computers and the internet.
5. Distance
Learning

35. Advantages:
• Cost Savings: Training is accessible from home or
office.
• Fewer Trainers Needed: Reduces the number of
trainers required.
• Lower Travel Costs: Saves on airfare, food, and lodging
for employees.
Consider When:
• There’s a sufficient budget and resources.
• Trainees are in different locations.
• Trainees are comfortable with technology.
• It aligns with the company’s strategy and culture.
• There’s limited time for training.
Choosing New
Technology
Training
Methods

36. Further Readings
01
Noe, R. A. (2023). Employee training & development.
(9th ed.). McGraw-Hill. – Ch. 5