Training Methods

Talent Management

Matching Methods with Outcomes

Talent Management

The Designer RoleThe designer of training needs to

understand the principle methods and delivery methods in order to determine the best method for meeting the specific training objective/s.

The training designer must be able to evaluate a method’s strengths and weaknesses to make good decisions about its use.

KSA DefinitionsKnowledgeIs an organized body of facts, principles,

procedures, and information.SkillsAre the capabilities needed to perform a

set of tasks.AttitudesAre employee beliefs and opinions that

support or inhibit behavior.

Food for ThoughtLike many training programs, there were learning objectives in more than one area.Most training requires a combination of methods because no single can do everything well.Each method is used to accomplish different part of the training objectives.It is the combination of methods that allows the full set of training objectives to be achieved.

Training ApproachesTraining Approaches can be divided into:

Cognitive Approach.

Behavioral Approach.The primary focus of these approaches

differs, although cognitive method contain behavioral elements and behavioral method has cognitive elements

Cognitive ApproachCognitive Approach.Focus on knowledge and attitude

development by providing information and rules on how to do something or demonstrates relationships among concepts.

These methods stimulate learning through their effect on the trainee’s cognitive processes

Behavioral ApproachBehavioral Approach.Focus on the trainee’s behavior in a real

or stimulated fashion.They are best used for skills development

and attitude change.

Training Methods

Talent Management

Lectures and Demonstrations

Talent Management

Lectures

Talent Management

Lectures The lecture is one of the most frequently

used and oldest forms of training.Nearly all training programs contain some

lecture component.Although lectures and demonstrations

have similar characteristics, they are appropriate for different objectives.

The lecture can be in print or oral form, live or presented on video. It is best used to present information.

LecturesSeveral variations in the lecture format

allow it to be more or less formal or interactive.

The clearest difference is the role that the trainees are expected to play.

The straight lecture does not include trainees interacting with the trainer.

Adding discussion and a question-and-answer period invites the trainees to be more interactive with the learning process.

Tips for a Good Lecture A good lecture is well organized and

begins with an introduction that lays out the purpose of the lecture and the order in which topics will be covered.

Lectures require trainees to be fairly inactive, which, after 20 minutes or so, begins to reduce the amount being learned.

A shorter version of a lecture – Lecturette – is often used to counter this problem.

QuestioningThe closed-ended questionThe open-ended questionThe Overhead questions:Are either open or closed-ended questions and

are directed at the whole group.

QuestioningThe Direct questions:Is asked of a particular trainee. It is used to

draw out non-participators and to obtain differing points of view.

Most trainees begin responding to questions once they see that answering a question is a safe and rewarding experience.

Demonstrations

Talent Management

DemonstrationsA demonstration is a visual display of how to

do something or how something works.To be most effective, a demonstration should

be integrated with the lecture/discussion method.

The most effective demonstrations provide each trainee with the resources needed to actually do what is being demonstrated. “ie: equipment, material……”

Games and Simulations

Talent Management

Games and SimulationsTraining games and simulations are designed to reproduce or simulate processes, events, circumstances that occur in the trainee’s job.

Trainees can experience the situation in a controlled setting where they can develop their skills or discover concepts that will improve their performance.

Equipment Simulators, Business Games, In-Basket Exercise, Case Study, Role-Plays, and Behavior Modeling are the primary examples of this method.

1- Equipment Simulators

If technical skills in the operation or maintenance of equipment are the focus of training.

It is important that the simulators be designed to replicate the physical aspects of the equipment and operating environment that the trainees will find at their job sites.

2- Business Games

Business Games are simulations that attempt to represent the way an industry, company, or unit of a company functions.

Typically, they are based on a set of relationships, rules, and principles derived from theory or research.

They can also reflect the actual operations of a particular department in a specific company.

Games can also be used to review information presented in other form.

3. In – Basket Technique The in-basket technique provides trainees with a packet of written information and requests, such as memos, messages, and reports, that typically would be handled in a gives position such as Sales Manager, Administration staff, or engineer. This technique is most often used when preparing employees for promotion or transfer to a new work environment.

4. Case Studies The case study attempts to simulate

Decision-Making situations that trainees might find on the job.

Case Studies typically used as exercises following a lecture / discussion segment of training.

5. Role - PlayRole – Play is an enactment (simulation) of

a scenario in which each participant is given a part to act out.

The degree to which a scenario is structured will depend on what the learning objectives are.

6. Behavior ModelingBehavior Modeling uses the natural

tendency of people to observe others to learn how to do something new.

It may be used in combination with some other technique, for example, the modeled behavior is video-taped and then watched by the trainees.

On – the – Job Training

Talent Management

On – the – Job Training The most frequently used training

method. It is the preferred method for training

employees for new technology and increasing skills in the use of existing technology.

It uses more experienced employees or supervisors to train less-skilled or less-experienced employees.

Steps of the OJT…1Formal OJT programs follow a carefully

developed sequence of learning events. Learning is usually achieved through the

following steps:1. The trainee observes a more experienced

and skilled employee performed the job-related task.

2. The procedures and techniques used are discussed before, during and after the trainer has demonstrated how the job tasks are performed.

Steps of the OJT…23. The trainee begins performing the job

task.4. The trainer provides continuing guidance

and feedback.5. The trainee is gradually given more and

more of the job to perform until he can adequately perform the entire job at his own.

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