1. Design and Select Training Methods Training Methods: 1. 2. 3. 4.

Presentation Methods Hands-on Methods Group Building Methods Other New Methods

Presentation Methods
Presentation methods refer to methods in which trainees are passive recipients of information. This information may include: Facts or information Processes Problem solving methods

Presentation methods include: Lectures Audio-visual techniques Presentation Methods: Lecture Lecture involves the trainer communicating through spoken words what she wants the trainees to learn. The communication of learned capabilities is primarily one-way from the trainer to the audience. One of the least expensive, least time-consuming ways to present a large amount of information efficiently in an organized manner. Useful because it is easily employed with large groups of trainees. Presentation Methods: Audio-Visual Techniques Audio-visual instruction includes: Overheads Slides Video

It has been used for improving: Communication skills Interviewing skills Customer-service skills Illustrating how procedures should be followed

Hands-on Methods
Hands-on methods refer to training methods that require the trainee to be actively involved in learning. These methods include: On-the-job training Simulations Case studies Business games Role plays Behavior modeling Hands-on Methods: On-the-Job Training On-the-job training (OJT) refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior. OJT includes: Apprenticeships Self-directed learning programs OJT can be useful for: Training newly hired employees Upgrading experienced employees skills when new technology is introduced Cross-training employees within a department or work unit Orienting transferred or promoted employees to their new jobs Effective OJT Programs Include: A policy statement that describes the purpose of OJT and emphasizes the companys support for it. A clear specification of who is accountable for conducting OJT. A thorough review of OJT practices at other companies in similar industries. Training of managers and peers in the principles of structured OJT. Availability of lesson plans, checklists, procedure manuals, training manuals, learning contracts, and progress report forms for use by employees who conduct OJT. Evaluation of employees levels of basic skills before OJT.

OJT Programs: Apprenticeship Work-study training method with both on-the-job and classroom training. To qualify as a registered apprenticeship program under state or federal regulations: 144 hours of classroom instruction 2000 hours (or one year) of OJT experience Can be sponsored by companies or unions. Most programs involve skilled trades.

Advantages Earn pay while learning Effective learning about why and how Full-time employment at completion Disadvantages Limited access for minorities and women No guarantee of full-time employment Training results in narrow focus expertise OJT Programs: Self-Directed Learning Employees take responsibility for all aspects of learning: When it is conducted Who will be involved Trainees master predetermined training content at their own pace without an instructor. Trainers are available to evaluate learning or answer questions for the trainee. Advantages Learn at own pace Feedback about learning performance Fewer trainers needed Consistent materials Multiple sites easier Fits employee shifts and schedules

Disadvantages Trainees must be motivated to learn on their own Higher development costs Higher development time Hands-on Methods: Simulations Represents a real-life situation. Trainees decisions result in outcomes that mirror what would happen if on the job. Used to teach: Production and process skills Management and interpersonal skills Hand-on Methods: Case Studies Description about how employees or an organization dealt with a difficult situation.

 Trainees are required to: Analyze and critique actions taken Indicate the appropriate actions Suggest what might have been done differently Major assumption of this approach is that employees are most likely to recall and use knowledge and skills learned through a process of discovery. Hands-on Methods: Role Plays Trainees act out characters assigned to them. Information regarding the situation is provided to the trainees. Focus on interpersonal responses. Outcomes depend on the emotional (and subjective) reactions of the other trainees. The more meaningful the exercise, the higher the level of participant focus and intensity.

Hands-on Methods: Behavior Modeling Involves presenting trainees with a model who demonstrates key behaviors to replicate. Provides trainees opportunity to practice the key behaviors. Based on the principles of social learning theory. More appropriate for learning skills and behaviors than factual information. Effective for teaching interpersonal and computer skills.

Group Building Methods

Group building methods refer to training methods designed to improve team or group effectiveness. Training directed at improving trainees skills as well as team effectiveness. Group building methods involve trainees: o Sharing ideas and experiences o Building group identity o Understanding interpersonal dynamics o Learning their strengths and weaknesses and of their co-workers. Group techniques focus on helping teams increase their skills for effective teamwork. Group building methods include: o Adventure learning o Team training o Action learning Group Building Methods: Adventure Learning Focuses on the development of teamwork and leadership skills using structured outdoor activities. Also known as wilderness training and outdoor training.

 Best suited for developing skills related to group effectiveness such as: o Self-awareness o Problem solving o Conflict management o Risk taking To be successful: o Exercises should be related to the types of skills that participants are expected to develop. o 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 Group Building Methods: Team Training Involves coordinating the performance of individuals who work together to achieve a common goal. Teams that are effectively trained develop procedures to identify and resolve errors, coordinate information gathering, and reinforce each other. Group Building Methods: Action Learning Involves giving teams or work groups: o an actual problem, o having them work on solving it, o committing to an action plan, and o Holding them accountable for carrying out the plan. Several types of problems are used including how to: o Change the business o Better utilize technology o Remove barriers between the customer and company o Develop global leaders New technologies include: 1. Multimedia 2. Distance learning 3. Expert systems 4. Electronic support systems 5. Training software applications

Multimedia Training Advantages Self-paced Interactive Consistency of content Consistency of delivery Unlimited geographic accessibility Immediate feedback Built-in guidance system Appeals to multiple senses Can test and certify mastery Privacy Multimedia training combines audiovisual training methods with computer-based training. These programs integrate text, graphics, animation, audio, and video. Because this training is computer-based, the trainee can interact with the content. Can be delivered using the Internet or intranets.

Disadvantages Expensive to develop Ineffective for certain training content Trainee anxiety with using technology Difficult to quickly update Lack of agreement on effectiveness

Computer-Based Training Computer-based training (CBT) is an interactive training experience in which: The computer provides the learning stimulus, The trainee must respond, and The computer analyzes the responses and provides feedback to the trainee

Computer-Based Training: CD-ROM, DVD, Laser Disc A personal computer enables animation, video clips, and graphics to be integrated into a training session. The user can interact with the training material through using a joystick or touch-screen monitor. Computer-Based Training: Interactive Video

 Interactive video combines the advantages of video and computer-based instruction. Instruction is provided one-on-one to trainees via a monitor connected to a keyboard. Trainees use the keyboard or touch the monitor to interact with the program. It is used to teach technical procedures and interpersonal skills. Computer-Based Training: The Internet or Web-Based Training and E-learning Internet-based training refers to training that is delivered on public or private computer networks and is displayed by a Web browser. Intranet-based training refers to training delivered using the companys own computer network. The training programs are accessible only to the companys employees, not to the general public.

E-learning E-learning or online learning refers to instruction and delivery of training by computer online through the Internet or the Web. E-learning can include: Task-based support Simulation-based training Distance learning Learning portals

Characteristics of e-learning: Involves electronic networks that enable information and instruction to be delivered, shared, and updated instantly. Delivered to the trainee using computers with Internet technology. Focuses on learning solutions that go beyond traditional training.

Virtual reality is a computer-based technology that provides trainees with a three-dimensional learning experience. Trainees move through the simulated environment and interact with its components. Technology is used to stimulate multiple senses of the trainee.

 Devices relay information from the environment to the senses. Intelligent Tutoring Systems Intelligent tutoring systems (ITS) refer to instructional systems using artificial intelligence. There are three types of ITS: Tutoring Coaching Empowering environments

Tutoring is a structured attempt to increase trainee understanding of a content domain. Characteristics of Intelligent Tutoring Systems (ITS): ITS has the ability to match instruction to individual student needs. ITS can communicate and respond to the student. ITS can model the trainees learning process. ITS can decide, on the basis of a trainees previous performance, what information to provide to him. ITS can make decisions about the trainees level of understanding. ITS can complete a self-assessment resulting in a modification of its teaching process. Distance Learning Distance learning is used by geographically dispersed companies to provide information about new products, policies, procedures, and skills training and expert lectures to field locations. Features two-way communications between people. Involves two types of technology: Teleconferencing Individualized, personal-computer-based training

Training Support Technologies: Expert Systems Expert systems refer to technology that organizes and applies the knowledge of human experts to specific problems.

 Expert systems are used as a support tool that employees refer to when they have problems or decisions they feel exceed their current knowledge and skills. Expert systems have three elements: A knowledge base that contains facts, figures, and rules about a specific subject. A decision making capability that draws conclusions from those facts and figures to solve problems and answer questions. A user interface that gathers and gives information to the person using the system. Training Support Technologies: Groupware Groupware (electronic meeting software) is a special type of software application that enables multiple users to track, share, and organize information, and to work on the same document simultaneously. Companies have been using groupware to improve business processes, to improve meeting effectiveness, as well as to identify and share knowledge in the organization. A groupware system combines such elements as: Electronic mail Document management Electronic bulletin board The most popular brand of groupware is Lotus Notes. Training Support Technologies: Electronic Performance Support Systems An electronic performance support system (EPSS) is 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.

Type 2: On-the-job training: With on the job training, employees receive training whilst remaining in the workplace. The main methods of one-the-job training include:

Demonstration / instruction - showing the trainee how to do the job Coaching - a more intensive method of training that involves a close working relationship between an experienced employee and the trainee Job rotation - where the trainee is given several jobs in succession, to gain experience of a wide range of activities (e.g. a graduate management trainee might spend periods in several different departments) Projects - employees join a project team - which gives them exposure to other parts of the business and allow them to take part in new activities. Most successful project teams are "multidisciplinary"

Apprenticeship Training: This training is combination of on and off the job training. The department of Labor regulates apprenticeship programs, and often management and a union jointly sponsor apprenticeship training. This training is normally given to artisans, electricians, plumbers, bricklayers etc. The duration is normally varies from 2 to 6 years. Apprenticeship training is carried out under the guidance and intimate supervision of master craftsman or expert worker/supervisor. During apprenticeship training period, the trainees are paid less than that of a qualified worker. Advantages: i. ii. iii. iv. Workmanship is good Immediate returns from training Economical, better loyalty Feed back is given quickly about the correctives of performance

Disadvantages: i. ii. It takes times to learn the skill Required job knowledge is too complex

Job Rotation: In the job rotation, management trainee/employee is made to move from one function to another at planned intervals. Job rotation is widely used as a management executive development program which makes the employee or management trainee, a multi-tasking individual. It can be done either vertical or horizontal.

Coaching and Understanding method: Training under experienced worker they are coached and instructed by skilled co-worker by supervisor by special trainee instructor. Advantages: i. ii. iii. iv. Excellent for supervisor Quick and economical Sequences in logical and simple Instructions are clear and concise.

Outbound Training: The outbound training is conducted in a location specifically designated for training. It may be near the workplace or away from work, at a customized training center or a resort. The purpose of conducting this kind of training away from the work place is to minimize or avoid distractions of the employee from their daily work routine and allows them to devote their full attention the specific subject. Some of the outbound training methods and activities are: a. Action planning: Often a closing activity asking participants to specify or set goals about exactly what they will do differently back on the job b. Behaviour -modelling training : use a videotape to demonstrate the steps in a supervisory activity such as conducting a disciplinary interview, followed by role played skill practice and feedback c. Behavioural Simulation: Large-scale multi person role-lay, non computerized business game. d. Brainstorming: Creative idea-generation exercise in which no criticism is allowed. e. Business Game: Computerized business simulation that requires participants to make decisions about strategy and investments and then provides financial results based on the decisions. f. Buzz Group: Small-group discussion of several minutes, duration on an assigned topic g. Case Study: From a one-paragraph vignette to a fifty-page Harvard-style case. h. Demonstration: a method of teaching by example rather than simple explanation i. Field trip: a journey by a group of people to a place away from work j. Group discussion: discussion by a group of people initiated to derive common lesson k. Guest speaker: Speaker speaking to a group of people in a structured, deliberate manner intended to inform, influence, or entertain the listeners l. Guided teaching : Drawing from the group the points the lecturer otherwise would make him or herself m. Information search : asking trainees to locate the answers to question in the training materials or manuals provided n. Intergroup exchange: small groups share their ideas of findings with another group o. Learning game: competition between teams in a quiz show format

p. Lecture: an oral presentation intended to present information or teach people about a particular subject q. Mental imagery: asking participants to close their eyes and visualize or recall something or engage in mental rehearsal of physical or interpersonal skills. r. Outdoor leadership training: Team activities that may include hiking, rope courses, or other physical challenges along with problem.-solving activities. s. Problem-solving activities: a number of exercises that propose a problem that the group must solve. t. Role-play: taking a role of an existing character or person and acting it out with a partner taking someone else's role, often involving different genres of practice u. Self-assessment instrument or quiz. An example is a conflict resolution style inventory. v. Team Building: A series of group activities and sometimes surveys used to develop team skills and role clarify in a team of people who must work together closely on the job w. Videotapes: can be used alone but are most effective in discussion and practice. Out of the above off job training techniques, the following are used in general: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Classroom Lectures Conference and seminars Group discussions and case study analysis Audio-visual and film shows Simulation and computer modelling Vestibule training Programmed organizations Games and Role playing T-group training Retraining

1. Classroom lectures: this is the simplest and from the off the job training. This is a best form of instruction when the instruction is to convey information on rules, regulation, policies and procedures. Advantages: Disadvantages: Monologues and one way communication Large trainees are participants Simple and efficient Minimum cost Minimum time

Efficiency depends on ability of trainers in the use of correct expression better participation Concentration and intent of majority of trainees fade off after short time or so No individual attitude is possible with result there is no feedback of assimilation of knowledge.

2. Conference and Seminars and Workshops: This is a formal method of arranging meeting in which individuals confer to discuss points of common interest for enriching their knowledge and skill. This is group activity. It encourages groups discussion and participation of individuals for seeking clarification and offering explanation and own experience. It is a planned activity with a leader or moderator to guide the proceedings, which is focused on agreed agendas points prefixed during planning stage of such conference. There are three variables: 3. Directed conference Training conference Seminars and workshops

Group discussions and study analysis: case study method was initially introduced by Christopher Lang Dell at Harvard Law School in 1880s. The principle used is experience is the best teacher. Here several empirical structures are examined in detail to find out commonalities to derive general discussion. Based on such studies and group discussion are initiated to derive common lesson. This method has, however limited use of worker but both use for supervisors. In case of workers, areas of importance in this method are that the quality control. Audio-visuals and Film Shows: In order to improve understanding very usual and sometimes is escapable to Demonstrate operation of a machine or explain or process. Audio-visual film shows can supplement the efforts lecturing and improve its effectiveness Simulation Computer Modelling: A training activity in which actual working environment is artificially created as near and realistic and possible is called simulation training. Case study, analysis, experiment exercise game playing computer model and vestibule training etc come under this category. When the work environment is artificially created by using computerprogramming method well call it computer method Vestibule Training: In this training, employees are trained of the equipment they are employed, but the training is conducted away from the place of work. In which all necessary equipment and machines required as actual machined ship are duplicated Programme Instruction: Programmed instruction is a stu5rctured method of instruction aided through texts, handouts, book and computer aided instruction. In this case the instruction

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materials and information is broken down in meaning full unit and arranged in a proper sequenced from logical method of learning packages, the learning ability is tested and evaluated in real time basis Advantages: Disadvantages: Costly method Advance topics are untouched Materials of learning are broken down into meaning full modules Instructions are not key players Trainees learn at his/her own pace of learning. Individual difference are taken care of No fear of evaluation and criticism Active interaction between the learner and the machine Immediate feedback is available Training can be undertaken at any time and any place It is highly flexible and motivated

8. T. group Training: T stand for training or laboratory training. T group training was originated on 1940s but only 1960s it has opened to the industries. This Training has both supporters and opponents. Unlike any other programmers discussed. T group training is concerned with really problem existing within the other group itself. 9. Retraining: technology is advancing at rapid pace. Here obsolesce is a major problem faced by the worker are the introduction of automation for such retraining programme to update their knowledge, which will further make them productivity useful of the organization and restore this confidence.