The document discusses various training methods including lectures, audiovisual instruction, on-the-job training, self-directed learning, apprenticeships, simulations, case studies, business games, role plays, behavior modeling, team training, adventure learning, and scenario-based training. It provides the advantages and disadvantages of each method and discusses key elements to make certain methods like on-the-job training, self-directed learning, behavior modeling, and adventure learning effective.
This PPT will help to understand basic concepts in Methods of Training -It will be helpful for U.G & P.G students in understanding training and development concepts. For other topics regarding training and development kindly refer my other PPT
Methods of Training – On-the-Job – Off-the-Job – Management Games, Case study method, Role play method – In-basket Exercises, Laboratory training – Experiential Learning Techniques – Brain storming, Syndicate method, Discussion method, Outward Bound Learning, Sensitivity Training in Organization – A practical tool – The Fish Bowl Exercise - E-Learning and use of Technology as Training
This PPT will help to understand basic concepts in Methods of Training -It will be helpful for U.G & P.G students in understanding training and development concepts. For other topics regarding training and development kindly refer my other PPT
Methods of Training – On-the-Job – Off-the-Job – Management Games, Case study method, Role play method – In-basket Exercises, Laboratory training – Experiential Learning Techniques – Brain storming, Syndicate method, Discussion method, Outward Bound Learning, Sensitivity Training in Organization – A practical tool – The Fish Bowl Exercise - E-Learning and use of Technology as Training
On-the-job training is conducted in the workplace itself and involves practical training methods, such as job shadowing, mentoring, and coaching. In contrast, off-the-job training takes place in settings that are different from the employee's workplace, such as workshops, seminars, and classrooms.
Training and Development, Executive Management Development Programme, Multipl...Santhanalaxmi Karthikvel
This starts with the detailed description of training and development, their methods and this also contains the training methods of supervisors. The concept of Executive Development Programme. It also deals with the concepts of Group Discussion, Conference and seminars, case studies, Role playing, business games and sensitivity training. The unit completes with the explanation of career development and the evaluation of career planning
WHAT IS TRAINING ?
•Training refers to the process of imparting of specific skills , abilities and knowledge to an employee.
•Training is specialised function & is one of the fundamental operative functions of human resource management.
•Training is an act of increasing the knowledge and skills of an employee for doing a particular job.
-Objective & Need of Training
-Process Of Training
-Methods and Techniques of Training
-On-the-job methods
-Off-the-job methods
-Conclusion.
2. • Discuss the strengths and weaknesses of
presentational, hands-on, and group building
training methods
• Provide recommendations for effective on-
the-job training (OJT)
• Develop a case study
• Develop a self-directed learning module
3. • Discuss the key components of behavior
modeling training
• Explain the conditions necessary for
adventure learning to be effective
• Discuss what team training should focus on to
improve team performance
4. • Traditional training methods
– Require an instructor or facilitator
– Involve face-to-face interactions
5. • Trainees are passive recipients of information,
which may include:
– Facts or information
– Processes
– Problem-solving methods
• Includes lectures and audio-visual techniques
6. • Lecture
– Trainers communicate through spoken words
– Least expensive and least time-consuming ways to
present information
– Easily employed with large groups of trainees
– Supports behavior modeling and technology-
based techniques
7. – Disadvantages
• Lacks participant involvement, feedback, and
meaningful connection to work environment
• Appeals to few of the trainees’ senses
• Makes it difficult to judge learners’ level of
understanding
8.
9. • Audiovisual instruction
– Used for improving communications, interviewing,
and customer-service skills
– Used for illustrating how procedures should be
followed
– Disadvantages
• Too much content for the trainee to learn
• Poor dialogue between the actors hinders credibility or
clarity of the message
• Overuse of humor, music, or drama may make it
difficult to understand the important learning points
10. • Require trainee to be actively involved in
learning
• On-the-job training (OJT)
– New or inexperienced employees learn work by:
• Observing peers or managers performing the job
• Trying to imitate their behavior
– Needs less investment in terms of time or money
11. Advantages Disadvantages
On-the-job • Customized to the • Managers and peers may
training (OJT) experiences and abilities of not use the same process to
trainees complete a task
• Training is immediately • Managers/Peers may pass
applicable to the job on bad habit as useful skill
• Save costs • Unstructured OJT can result
• Can be offered at any time, in poorly trained employees
and trainers will be available
because they are peers
12.
13. • An effective OJT program should include:
– A policy statement that describes OJT purpose
– Clear specification of who is accountable for
conducting OJT
– Review of OJT practices in other companies
– Availability of lesson plans, checklists, manuals,
learning contracts, and progress reports
– Evaluation of employees’ levels of basic skills
14. Advantages Disadvantages
Self directed learning • Allows trainees to learn at • Trainees must be
Employees their own pace and receive motivated to learn on
• Take responsibility feedback about the learning their own
for all aspects of performance • Higher development
learning • Requires fewer trainers, costs
• Determine when it reduces costs associated with • Development time is
is conducted and travel and meeting rooms, longer
who will be and makes multiple-site
involved training more realistic
• Provides consistent training
content
Trainers serve as
facilitators • Makes it easier for shift
employees to gain access to
training materials
15. • Necessary steps to develop effective self-
directed learning:
– Conduct job analysis to identify the tasks that
must be covered
– Write trainee-centered learning objectives directly
related to the tasks
– Develop the content for the learning package
– Break the content into smaller pieces (“chunks”)
– Develop an evaluation package
16. Advantages Disadvantages
Apprenticeship • Learners can earn pay • High development
Work-study while they learn costs
training method • Involves effective learning • Increased time
with both on-the- about “why and how” commitment required
job and classroom • Results in full-time of management and
training employment for trainees journey workers
• Meets specific business • Limited access for
training needs and help minorities and
attract talented employees women
• No guarantee of full-
time employment
• Training results in
narrow focus
expertise
17. • Simulation
– Represents a real-life situation
– Trainees’ decisions and the resulting outcomes
mirror what would happen in real work situations
– Replicates the physical equipment that employees
use on the job
– Is used to teach production, process skills,
management, and interpersonal skills
18. • Case studies
– Description about how employees or an
organization dealt with a difficult situation
– Trainees are required to:
• Analyze and critique the actions taken
• Indicate the appropriate actions
• Suggest what might have been done differently
– Assumes that recall and use knowledge and skills
is better if:
• Learnt through the process of discovery
19. – Appropriate for developing higher order
intellectual skills
– Help trainees develop the willingness to take risks
– Case may not actually relate to the work situation
or problem that the trainee will encounter
20.
21. • Business games
– Require trainees to gather information, analyze it,
and make decisions
– Primarily used for management skill development
– Mimic the competitive nature of business
– Designed to demonstrate understanding or
application of knowledge, skill, or behavior
– Provides several alternative courses of action
– Rules limit participant behavior
22.
23. • Role plays: Trainees act out characters
assigned to them
– Trainers need to engage in several activities
before, during, and after the role play
– Differ from simulations on the basis of:
• Response choices available to the trainees
• Level of detail of the situation given to trainees
• Outcomes of the trainees’ response
24.
25. • Behavior modeling
– Demonstrates key behaviors to replicate
– Provides trainees with the opportunity to practice
the key behaviors
– Based on the principles of social learning theory
– More appropriate for teaching skills and behaviors
than factual information
26. – Developing behavior modeling training programs
requires determining:
• The tasks that are not being adequately performed due
to lack of skill or behavior
• The key behaviors that are required to perform the
task.
– Key behavior: Set of behaviors that are necessary
to complete a task
– Modeling display: Key behaviors that trainees will
practice to develop the same set of behaviors
27.
28. – Modeling display
• Key behaviors that the trainees will practice to develop
the same set of behaviors
• Characteristics of effective modeling display
– Clearly presents key behaviors
– Is credible to trainees
– Overview of key behaviors is presented
– Key behavior is repeated
– Review of key behaviors is included
– Both positive and negative use of key behaviors is presented
29. – Application planning: Prepares trainees to use the
key behaviors on the job
• Involves identifying specific situations in which to use
the key behaviors
30. • Designed to improve team or group effectiveness
– Team
• Two or more people with specific roles and shared
responsibilities working to achieve a common goal
• Experiential learning: Four stages are:
– Gaining conceptual knowledge and theory
– Taking part in a behavioral simulation
– Analyzing the activity
– Connecting the theory and activity to real-life
situations
31. • Adventure learning
– Focuses on the development of teamwork and
leadership skills through structured activities
– Includes wilderness training, outdoor training,
drum circles, and cooking classes
– Develops skills related to group effectiveness
32. – To be successful:
• Exercises should be related to the types of skills
participants are expected to develop
• After the exercises, a skilled facilitator should lead a
discussion about:
– What happened in the exercise
– What was learned
– How events in the exercise relate to job situation
– How to apply what was learned on the job
33. • Team training: Designed to improve team
effectiveness
• Effective team training helps
– Develop procedures to identify and resolve errors
– Coordinate information gathering
• Three components of team performance:
– Knowledge
– Attitudes
– Behavior
34.
35. • Cross training: Team members understand
and practice each other’s skills
• Coordination training
– Sharing information and decision- making
responsibilities to maximize team performance
• Leader training: Training for team manager or
facilitator
36. • Scenario-based training: Places team
members in a realistic context while learning
• Guided team self-correction: Emphasizes
continuous learning and knowledge sharing in
teams
37. • Action learning: Teams or work groups:
– Solve an actual problem
– Commit to an action plan
– Are accountable for carrying out the plan
• Addresses how to:
– Change the business
– Better utilize technology
– Remove barriers between the customer and
company
– Develop global leaders
38.
39. • Six sigma
– Quality standard with a goal of no more than 3.4
defects per million processes
– Training involves several levels
– On completion employees become certified as
green belts, champions, or black belts
• Kaizen
– Focuses on continuous improvement of business
processes
40. • Identify the type of learning outcome
• Consider the extent to which the learning
method facilitates
– Learning
– Transfer of training
• Evaluate the related costs
• Consider the effectiveness of training method
41.
42.
43. • New technologies have made it possible to:
– Reduce costs associated with delivering training
– Increase effectiveness of the learning environment
– Help training contribute to business goals
44.
45.
46. • Employees can gain control over when and
where they receive training
• Employees can access knowledge and expert
systems on an as-needed basis
• The learning environment can look, feel, and
sound just like the work environment
• Employees can choose the type of media they
want to use in a training program
47. • Paperwork and time needed for
administrative activities is reduced
• Employees’ accomplishments during training
can be monitored
• Traditional training methods can be delivered
to trainees rather than requiring them to
come to a central training location
48. • Digital collaboration: Use of technology to
enhance and extend employees’ abilities to
work together regardless of their geographic
proximity
– Requires a computer, tablet, or phone with a web
browser or app, but collaborative
49. • Types
– Synchronous communication: Trainers, experts,
and learners interact with each other live and in
real time, the same way they would in face-to-face
classroom instruction
– Asynchronous communication: Non-real-time
interactions
50.
51. • Refers to instruction and delivery of training by
computer through the Internet or the web
• Include and integrate into instruction text:
– Interaction using simulations and games, and video
– Collaboration using blogs, wikis, and social networks
– Hyperlinks to additional resources
In some types of CBT training:
– Content is provided stand-alone using software or DVDs
with no connection to the Internet
• Online learning, e-learning, and web-based training
include delivery of instruction using the Internet or
web
52.
53.
54.
55.
56. • Needs assessment - Includes getting management to
support online learning
– Bandwidth: The number of bytes and bits (information)
that can travel between computers per second
Plug-ins: Additional software that needs to be loaded
on the computer to listen to sound, watch video, or
perform other functions
Creating a positive online learning experience
Rapid prototyping: An iterative process in which initial design ideas are
proposed and provided in rough form in an online working prototype
that is reviewed and refined by design team members
Repurposing: Directly translating an instructor-led, face-to-face
training program to an online format
57.
58. • Learner control: Giving trainees the option to
learn actively through:
– Self-pacing
– Exercises
– Exploring links to other material
– Conversations with other trainees and experts
59. • Given the work demands that employees face,
trainees need incentives to complete online
learning
– Presenting cash awards and merchandise
– Certifying programs to ensure that online courses are
completed
60. • Hyperlinks: Links that allow a trainee to access
other websites that include:
– Printed materials
– Communications links to experts, trainers, and other
learners
• Learning with and creating a network with peers
an important aspect for some employees
– Prefer instructor-led face-to-face instruction over
online learning
61. • Online and mobile technology used to create
interactive communications allowing the creation
and exchange of user-generated content
62. • Useful for:
– Providing links to resources related to new learning
content
– Helping determine future training needs reinforcing
and sustaining learning
– Being used as a coaching and mentoring tool
– Linking learners through a formal training event
– Engaging Generation X and millennial employees
– Providing content before a face-to-face learning event
63. • A webpage where an author posts entries and
readers can comment
– Personal blogs - Written by one person
– Company blogs - Used for marketing and branding
purposes
– Topic blogs - Focus on a specific topic area
– Video blogs and mobile device blog
64. • Wiki: A website that allows many users to create,
edit, and update content and share knowledge
• Microblog: Software tools like Twitter
– Enable communications in short bursts of text, links,
and multimedia through:
• Stand-alone applications, online communities or social
networks
– Shared media: Audio or video such as YouTube that
can be accessed and shared with others
65.
66. • Combines online learning, face-to-face
instruction, and other methods for distributing
learning content and instruction
– Provides increased learner control
– Allows for self-directedness
– Requires learners to take more responsibility for their
learning
– More face-to-face social interaction
– Ensures a dedicated learning environment
67.
68. • Avatars: Computer depictions of humans that are
used as:
– Imaginary coaches
– Coworkers
– Customers in simulations
69. Advantages Disadvantages
• Eliminate need to travel to a • High development costs
central training location • Trainees may not be
• Get trainees involved in comfortable in learning
learning, and are emotionally situations that lack human
engaging contact
• Provide a consistent message of
what needs to be learned
• Put employees in situations
that would be dangerous in the
real world
• Result in positive outcomes as
shorter training times and
increased ROI
70. • A computer-based technology that provides
trainees with a three-dimensional learning
experience
Advantages:
Allows trainees to practice dangerous tasks without
putting themselves or others in danger
More memory available for learning
Disadvantages:
Poor equipment that results in a reduced sense of
presence
Poor presence may result in the trainee experiencing
simulator sickness
71. • Computer-based, simulated online three-
dimensional representations of the real world
where learning programs or experiences can
Advantages
be hosted
Imitates an actual workplace without any harm
Provides a place to meet with trainers, managers, or other
employees who can serve as teachers
Disadvantages
Lack of ease of use for first-time users
Potential risk of a difficult keyboard and mouse interface
High investment of time and money
Lack of evidence supporting effectiveness
72. • Consists of:
– Wireless transmission systems - Wi-Fi and
Bluetooth
– Mobile devices - PDAs, smartphones
– Software applications related to processing audio
files, word processing, spreadsheets, Internet, e-
mail, and instant messaging
73. • Training delivered using a mobile device such
as a smartphone, netbook, notebook
computer, or iPad
• Involves:
– Formal learning - Include e-learning courses,
podcasts, or videos on the mobile device
– Informal learning - Engaging in communication
and messaging via Twitter, blogs, or Facebook
• Apps: Applications designed specifically for
smartphones and tablet computers
74. • Instructional systems that use artificial
intelligence
• Three types of ITS environments:
– Tutoring - Increases trainee understanding of a
content domain
– Coaching - Provides trainees with flexibility to
practice skills in artificial environments
– Empowering - Refers to the student’s ability to
explore the content of the training program freely
75. • Different from other technologies:
– Has the ability to match instruction to individual
student needs
– Can communicate and respond to the student
– Can model the trainee’s learning process
– Can decide, on basis of a trainee’s previous
performance, what information to provide
– Can make decisions about trainee’s level of
understanding
– Can complete a self-assessment resulting in a
modification of its teaching process
76.
77. Involves two types of technology:
Teleconferencing: Synchronous exchange of audio, video, and/or
text between two or more individuals or groups at two or more
locations
Virtual classroom: Using a computer and the Internet to distribute
instructor-led training to geographically dispersed employees
Distance Learning: Used by geographically dispersed companies
to provide information about new products, policies, or
procedures, as well as deliver skills training and expert lectures to
field location
78. • Interactive distance learning (IDL): Uses
satellite technology to broadcast programs to
different locations and allows trainees to
respond to questions posed during the training
program using a keypad
– Webcasting: Involves instruction that is provided
online through live broadcasts
79. • Advantages
– Company saves on travel costs
– Allows employees in geographically dispersed sites to
receive training from experts who would not
otherwise be available to visit each location
• Disadvantages
– Lack of interaction between the trainer and the
audience
– Technology failures
– Unprepared trainers
80.
81. • Expert systems: Technology (usually software)
that organizes and applies the knowledge of
human experts to specific problems
• Three elements:
– Knowledge base
– Decision-making capability
– User interface
82. • Electronic Performance Support Systems
(EPSSs):
– An electronic infrastructure that captures, stores,
and distributes individual and corporate knowledge
assets throughout an organization
• To enable individuals to achieve required levels of
performance in the fastest possible time and with a
minimum of support from other people
83. • The typical EPSS includes:
– An assistant to automate tasks and lighten the
workload
– A librarian to provide task-specific information
– A teacher to guide the user through the
process step by step
– An advisor to provide expert advice
84. • A technology platform that can be used to
automate the administration, development, and
delivery of all of a company’s training programs
85.
86. • Important for human capital management
– Human capital management: Integrates
training with all aspects of the human
resource function to determine how:
• Training dollars are spent
• Training expenses translate into business dollars
for the company
87. • Major reasons companies adopt an LMS:
– Centralize management of learning activities
– Track regulatory compliance
– Measure training usage
– Measure employee performance
88. • Senior management needs to be convinced that
an LMS will:
– Benefit employees
– Improve business functions
– Contribute to overall business strategies and goals
• The company must have an e-learning culture
• The online learning environment needs to be
under the control of the learner
89.
90. • Advantages of these methods:
– Cost savings due to training being accessible to
employees at their home or office
– Reduced number of trainers needed
– Reduced costs associated with employees
traveling to a central training location (e.g.,
airfare, food, and lodging)
91. • Should be considered when:
– Sufficient budget and resources are provided
– Trainees are geographically dispersed
– Trainees are comfortable using technology
– It is a part of the company’s business strategy and
suits its culture
92. • Employees have limited or no time for
training
• Current training methods allow limited
time for practice, feedback, and
assessment
• Its use fits into the organizational culture or
business strategy
93. • Learner control – the degree to which an
individual is given control over instructional
features that influence the pace, content, and
structure of the training environment
• Purpose: investigate how trainees’ personality
characteristics may help explain in the mixed
findings concerning the influence of learner
control on training performance in an e-learning
environment
94. 1. The learner control-training performance
relationship is moderated by trainee
openness to experience.
2. The learner control-training performance
relationship is moderated by trainee
conscientiousness.
3. The learner control-training performance
relationship is moderated by trainee
extraversion
95. • 274 undergraduates enrolled in management
courses
• 64.6% male and 89.8% Caucasians
• 123 participants in the low learner control
condition
• 151 participants in the high learner control
condition
96. • All participants viewed video modules
• High learner control condition
– The ability to complete the modules in any order
as well as go faster or slower, pause, skip, and
repeat the instructional content with features
– The ability to display or hide the format types
• Low learner control condition
– Control to complete video modules in their
entirety
97. • The Big Five personality traits
– Saucier’s (1994) Mini-Marker
• Training performance
– 14-item multiple choice declarative knowledge
test
• General mental ability
– College GPA
98.
99. • Lack of a leadership knowledge pre-test
• Lack of true random assignment of
participants to learner control conditions
• Did not examine the processes through which
personality interacts with learner control to
affect training performance in this context
100. • The consideration of trainee individual
differences have significant positive effects for
both the individual trainee and the
organization
• Organizations would benefit from developing
e-learning programs that contains a range of
available learner control features.