Week 10: Training and Development Methods people that they might actually encounter in their

jobs.
Classroom Lecture Method
• Role-playing is often used to teach such skills as
• This is the most commonly used, simple, cost interviewing, negotiating, grievance handling,
effective and conventional method. performance appraisal, and buying and selling and
effective communication.
• It is time saving because it covers maximum number
of people in a short period of time. • It promotes healthy human relations skills among
people.
• It involves a speech by the instructor with very
limited discussions. • Advantage: gain hands-on experience in a simulated
environment, practice verbal and non-verbal
• Clear and direct methods of presentation.
communication skills, develop empathy and better
• Weakness: longer lecture time, take-home learning understand the perspectives of others.
is not clear, not successful in modifying human
• Disadvantage: feeling uncomfortable, time
behavior,
consuming, misunderstanding, inconsistent level of
willingness.
Group Discussion Method

• It is a method used to knowledge and attitudinal Case Study Method

development of trainees.
• It is a written down, narrative description of a real
• Sets of people examine several empirical studies to situation or incident relating to an organization and
find out commonalities to derive the underlying its business, depicting any problem that participants
general principles. could face in their employment.

• An instructor is optional, while a leader is necessary • Participant trainees are required to propose any
in this method. number of viable solutions or decisions that match
the variables represented in the case.
• Advantage: generates more idea, presents their idea
and receives feedback. • Advantage: develop analytical, reasoning and
problem-solving skills.
• Disadvantage: peer pressure, participation of all
members, domination of some members. • Disadvantage: difficulty in drawing adequate number
of stimulating cases that actually represent the
real-life situations of the trainees.
Simulation Exercises Method
Sensitivity Training or T Group Training or
• Simulators are a group of training devices of varying Laboratory training Method:
degrees of complexity that model the real world.
• It is a set of experiences in unstructured agenda-less
• They range from simple paper mock-ups of groups designed to make people aware of
mechanical devices to computerized creations of themselves (self-insight), their immediate situation
total environments. and their own impact on others.

• Advantage: improved learning without damaging • T-groups are concerned with the real problems
equipment or human. existing within the group itself.

• Disadvantage: certain of level of grasping of • People are helped to become more responsive to
information, transfer of learning. others9 sensitivities and work more harmoniously
Role Playing Method and responsibly together by encouraging them to
interact freely and actively.
• Participants in role-play method are required to
respond to specific problems and expectations of • Advantage: effective interpersonal relationships.
 • Disadvantage: resent negative feedback, anger as emails that would typically cross a manager’s desk.
response.
• Advantage: provides practical and interactive
assessment of skills
Management Games Method
• Disadvantage: limited scope,
• Trainees are divided into teams and are given
common tasks on which they would be competing to
arrive at decisions, and then jointly implementing Apprenticeship Training Method
and evaluating the decisions taken with regard to the
• It combines classroom instructions with on-the-job
games.
training.
• This game is used to bring out the nuances of
• Trainees at a novice stage called 8apprentices9,
teamwork, leadership styles and communication
work under the guidance of skilled, licensed
patterns exhibited by the members while playing the
instructor and receive lower pay than workers.
game.
• Apprenticeship is traditionally used in skilled jobs,
• Advantage: convey messages in a non-threatening
such as those of plumber, carpenter, machinist and
and fun-filled manner.
printer.
• Disadvantage: lack of seriousness in some trainees
• Advantage: saves recruitment cost, increased
and that the learning is indirect and slow.
retention rates, improve talent acquisition,
government incentives for young talent.
Outward Bound Training (OBT) Method
• Disadvantage: time consuming, requires significant
• Managers and other staff members meet and commitment, consistency of motivation
cohabitate as teams at unfamiliar place out of the
workplace and away from the hustles and bustles of
Job Rotation Method
daily life.
• Involves the shifting of trainees from one job to
• They test their survival skills and learn about their
another so as to widen their exposure and enable
own personality and hidden potentials for creativity,
them to obtain a general understanding of the totality
cooperation and leadership.
of the organization.
• Advantage: opportunities to learn their limits and
• Permits direct interaction with a large number of
capabilities.
individuals within the organization, thereby
• Disadvantage: expensive method and the learning facilitating future working relationships.
might not be transferable to others or to other
• Advantage: eliminates boredom, encourages
situations.
development, break from strenuous job duties,
identify were employee works best, back up plan if
In -basket Training (IBT) Method employee leaves.

• The trainee is required to examine a basket full of • Disadvantage: costly and time consuming,
papers and files relating to his area of work and disgruntled employees,
make recommendations on problems contained in
them.
Computer-Based Training (CBT) Method
• Meant for trainees in a managerial level to improve
• Technology-driven training method that takes full
their decision-making and problem-solving abilities.
advantage of the speed, memory and data
• The participant is usually asked to establish priorities manipulation capabilities of the computer for greater
for and then handle a number of office papers, such flexibility of instruction.
as memoranda, reports, telephone messages and
 • Learning is enhanced through presentations ▪ Evaluation not limited to changes in worker
combining automation, stereophonic sound, full attitudes/behavior.
motion video and graphics.
▪ Intangible benefits include broadened outlook,
• Advantage: increased speed and decreased boosted morale.
dependence on instructor, allows reuse of the
▪ Quantification in terms of skills, knowledge gained,
program for any number of time and allows for behavior patterns.
varying time for fast and slow learners.
▪ Effective evaluation requires clear objectives,
• Disadvantage: cannot reduce the learner9s anxiety
and fear, less useful for teaching human skills or behavioral definitions.
changing attitudes.
▪ Effectiveness measured by application of acquired
knowledge.
Internship Method ▪ Training effectiveness evaluated by comparing pre-
and post-training performance.
• Involve placing young college and university
students in temporary jobs in which they can earn
Criteria for Evaluation of T&D Program
while they learn, with no obligations towards any
regular employment from the side of the employer or ▪ Training objectives should be stated in such manner
from the trainee. that it allows easy assessment. In other words,
'training objectives should be measurable.
• Advantage: Students divide their attention between Catalanello and Kirkpatrick (1968)" suggest four
academic activities and practical work assignments, criteria for evaluating training:
which help them to internalize the theory and
practices. 1. Reaction

• Disadvantage: fulfillment of merely an academic 2. Learning

requirement rather than being treated as a
3. Behavior
stepping-stone towards an illustrious career.
4. Results

Level 1: Reaction
Week 11 and 12
▪ You want people to feel that training is valuable.
Evaluation of Training and Development Program Measuring how engaged they were, how actively
they contributed, and how they reacted to the
What is Evaluation? training helps you to understand how well they
received it.
▪ Evaluation is a systematic determination of a
subject's merit, worth and significance, using criteria ▪ Did you feel that the training was worth your time?
governed by a set of standards. Did you think that it was successful? What were the
biggest strengths and weaknesses of the training?
▪ The primary purpose of evaluation, in addition to
gaining insight into prior or existing initiatives, is to ▪ Employee Satisfaction Surveys.
enable reflection and assist in the identification of
▪ Watch trainees’ body language.
future change.
Level 2: Learning
Take note:
▪ Level 2 focuses on measuring what your trainees
▪ Management seeks profitable investment in
have and haven't learned.
employee training.
▪ Level 2 also measures what they think they'll be able
▪ Training effectiveness requires defining desired
to do differently as a result, how confident they are
outcomes.
that they can do it, and how motivated they are to
 make changes. ▪ This allows you to make more data-driven decisions,
justify training investments, and continuously
▪ Training sessions should have specific learning improve your training initiatives to maximize ROI.
objectives, so make those your starting point. ▪ Has 5 Levels: (1)Reaction Level, (2)Learning Level
Evaluation, (3)Application Level, (4)Impact Level
▪ You can measure learning in different ways,
Evaluation, (5)ROI Evaluation
depending on the objectives. But it's helpful to
measure these areas both before and after training.
Methods of Evaluating T&D Program: CIPP Evaluation
Model
NOTE: As a manager/HR personnel, you need to hold
people accountable for improving their skills, and to offer
▪ The CIPP (Context, Input, Process, Product)
them the support they need to do so.
evaluation model is a comprehensive framework
used to evaluate training programs and
Level 3: Behavior
interventions.
▪ This level helps you to understand how well people
apply their training. ▪ Context Evaluation, which focuses on
understanding the organizational context and needs
▪ Organizational or team culture can obstruct that led to the implementation of the training
behavioral change. program.
▪ Be sure to develop processes that encourage,
reinforce and reward positive changes in behavior. ▪ Input Evaluation examines the quality of training
materials, expertise of trainers, and overall structure
▪ Effectively measuring behavior is a longer-term to guarantee effective delivery of learning
process that should take place over weeks or outcomes.
months following the initial training.
▪ Process Evaluation looks at how the training is
▪ One of the best ways to measure behavior is to
being delivered, the level of participant engagement,
conduct observations and interviews. Another is to and the effectiveness of the training methods used.
integrate the use of new skills into the tasks that
you set your team, so that people have the chance
▪ Product Evaluation identifies whether you’ve
to demonstrate what they know.
achieved your objectives and goals, how knowledge
Level 4: Result is applied in practice, and the overall impact on
individual and organizational performance.
▪ At this level, you analyze the final results of your
training. Methods of Evaluating T&D Program: Pre- and
Post-Training Assessments
▪ Outcomes that are good for business, to the team,
and has ROI. ▪ Pre- and post-training assessments examine the
improvement in participants' knowledge and skills
▪ Modern trainers often use the Kirkpatrick model before and after training.
backward, by first stating the results that they want
to see, and then developing the training that is most ▪ These two types of assessments can take the form
likely to deliver them. of quizzes, tests, or surveys that cover the key topics
and learning objectives of the training.
Methods of Evaluating T&D Program: Phillips ROI
Methodology ▪ Pre- and post-training assessments also give your
teams feedback on their progress.
▪ Developed by Jack J. Phillips, the Phillips ROI
(Return on Investment) Methodology evaluates not
only how effective a training program is but also its Methods of Evaluating T&D Program: Surveys and
Questionnaires
financial impact on your organization.
▪ Surveys and questionnaires give participants the
▪ It does this by linking training outcomes to opportunity to express their opinions, rate various
measurable business results. aspects of the training program, and offer
 suggestions for improvement. Analysis

▪ Can be handed out before, during, and/or after the ▪ Comparative analysis compares the performance or
sessions or the program as a whole. outcomes of different groups or learners to assess
the effectiveness of a training program.

Methods of Evaluating T&D Program: Interviews and ▪ In comparative analysis, two or more groups are
Focus Groups formed: one group that has undergone the training
program and another group that has not received the
▪ Interviews and focus groups are qualitative training training, or multiple groups that have received
evaluation methods that present valuable insights different variations of the training program.
into participants' experiences, perceptions, and
attitudes towards a training program. ▪ The comparison can be made using various metrics,
such as productivity levels, quality measures,
▪ These methods involve direct interaction with customer satisfaction ratings, or pre- and
participants, allowing for in-depth exploration and post-training assessments.
understanding of their perspectives.

Methods of Evaluating T&D Program: Observation

▪ Observation and job performance evaluation

examine your team’s practical application of the
acquired knowledge and skills in real work
situations.

▪ These methods share valuable insights into

participants' actual performance and the impact of
the training on their job roles.

▪ Observation involves having your managers or your

trainers directly observe participants as they perform
their job tasks or apply the learned skills in a
simulated environment.

Methods of Evaluating T&D Program: Case Studies and

Simulation

▪ Case studies and simulations allow your learners to

apply their knowledge and skills in realistic
scenarios.

▪ Case studies involve presenting participants with

real or hypothetical situations that resemble
challenges they may encounter in their job roles.

▪ Simulations, on the other hand, equip participants

with a simulated environment that replicates
real-world scenarios related to their job roles.

Methods of Evaluating T&D Program: 360-Degree

Feedback

▪ 360-degree feedback is a comprehensive training

evaluation method that gathers feedback from
multiple sources to give a well-rounded assessment
of participants' performance and development areas.

Methods of Evaluating T&D Program: Comparative