Traditional_training_methods(2)

Human Resources Training and Individual Development: 

Human Resources Training and Individual Development Traditional Training Methods February 16, 2004

Traditional Training Methods: 

Traditional Training Methods Presentation Methods Hands-on Methods Group Building Methods

Presentation Methods: 

Presentation Methods How is the information transmitted to the trainee with presentation methods ? What information is transmitted? Two presentation methods: Lectures Audio-visual techniques

Hands-on Methods: 

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

On-the-Job Training: 

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 Programs: Apprenticeship: 

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.

Simulations: 

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

Case Studies: 

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

Role Plays: 

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.

Behavior Modeling: 

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 Group building methods refer to training methods designed to improve team or group effectiveness. Training directed at improving individual trainees’ skills as well as team effectiveness.

Group Building Methods: 

Group Building Methods Involve trainees: Sharing ideas and experiences Building group identity Understanding interpersonal dynamics Learning their strengths and weaknesses and of their co-workers

Group Building Methods: 

Group Building Methods Group techniques focus on helping teams increase their skills for effective teamwork. Group building methods include: Adventure learning Team training Action learning

Group Building Methods: Adventure 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: Self-awareness Problem solving Conflict management Risk taking

Group Building Methods: Team Training: 

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: 

Group Building Methods: Action Learning Involves giving teams or work groups: an actual problem, having them work on solving it, committing to an action plan, and holding them accountable for carrying out the plan.

Choosing a Training Method: 

Choosing a Training Method Identify the type of learning outcome that you want training to influence. Consider the extent to which the learning method facilitates learning and transfer of training. Evaluate the costs related to development and use of the method. Consider the effectiveness of the training method.

Wednesday: 

Wednesday Creative training and presentation techniques Exam review sheet