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Traditional Training Method (Hands-on Methods (Case Studies (Prepare Case…
Traditional Training Method
The Challenge
Purchase | Develop Training Program
Learning Occurs
Trainee enjoys program
Learning put into Practice
Presentation Methods
Facts | Processes | Problem-Solving
Lecture
Standing Lecture
Team Teaching (2+ Trainers)
Guest Speakers
Panels
Can be Naive
Student Presentations
Advantages
Cheapest
Easily Employed
Supports Behavior Modeling and tech-based
Combining Methods
Disadvantages
Lack Participation
Lack meaningful connection to work env.
Focuses too much on hearing information
Hard to judge trainees level of understanding
AudioVisual
Video
Pairs with Lecture
Pairs with Behavior Modeling
Advantages
Flexibility
Can rewatch
Control over learning
Consistent Instruction
Pre-recorded
Disadvantages
Too much content
Poor Dialogue between actors
Overuse of humor
Overhead
Slides
Hands-on Methods
OJT
Informal
Appreticeships
Advantage
Earn while learning
Integrates Classroom Discussion
Attract talent
Disadvantages
Costs
Time
Minority access
No job guarantee
Self-Directed Leaning
Advantages
Own Pace
Lowers costs
Gaining access to training mats i.e., learning center
Controlled by trainee
Utilizes technology
Disadvantages
Trainee must be motivated to learn
Longer development time
Conduct job analysis to identify tasks
Write training objectives
Develop content
Break content into chunks
Develop evaluation based on objectives
Advantages
Customizable
Saves hiring and facility costs
Easier Transfer
Disadvantages
Managers and Peers may not perform the same task
May pass bad habits
Must be structured
Purpose of OJT
Who is accountable for conducting OJT
Review OJT practices
Training
Availability of training manuals et cetera
Evaluation of skills before OJT
Simulations
Mirrors what will happen
Used for interpersonal skills
EXPENSIVE to develop and update
Case Studies
Identify a story
Gather Info
Gathers docs
Interview trainees
Prepare Story
How to conduct study
Prepare Case Mats
Tables
Job Descriptions
Figures
Preexisting
Advantages
Already Developed
Disadvantages
Relatability
Business Games
Designed for knowledge, skills or behavior
Trainee uncreatin of consequences
Debriefing required
More realistic than presentations
Role Plays
Response Choice Availiable to Trainee
Interpersonal Responses
Outcomes depend on emotional reactions
Explain Purpose
Explain Role
Debrief
Behavior Modeling
I
Models and vicarious reinfrcement
Interpersonal & Computer Skills
Application Planning
Identify on-the-job applications of the key behaviors
Identify situations to use key behaviors
Set improvement goals
ENSURES TRANSFER
Behavioral Contract
Skill Preparation and Development
Feedback
Role Play
View Model
Key Behaviors
Behavior to Perform Task
Modeling Display
Displays Key Behaviors
Credible
Overview Given
Relates Behavior Model to Key Behavior
Reviewed
Introduction
Discuss experiences using skill
Listen to rationale for skill module
Video Modeling Key Behavior
Group Building Methods
Adventure Leanring
Wilderness Training
Cooking Classes
Outdoor Training
Advantages
Engagement
Metaphors for Organizational Behavior
Disadvantages
Physical Demands
Team Performance
Knowledge
Attitude
Behavior
Tools
Env for learning to occur
Strategies
Cross Training
Coordination Training
i.e., aviation
NASCAR roles
Team Leader Training
Conflict Manafwmwnr
Methods:
Team Training Objectives
Action Learning
Developing Novel Solutions
Identified Sponsorship, Coaching, Mentorship
Group Selection
Data Gathering
Presentation
Debriefing
Accountability for carrying out plan
Six Sigma Training Maximized Transfer
Experiential Learning
Conceptual Knowledge and Theory
Behavioral Simulation
Activity Analysis
Connect Theory to on-the-job situations
Choosing Method
Desired Outcome
Verbal Info
Intellectual Skills
Cognitive Strategies
Attitudes
Motor Skils
Facilitating Training Transfer
Cost and Effectiveness
TABLE 7.10 CRITICAL