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TRADITIONAL TRAINING METHODS (GROUP BUILDING METHODS (Action learning :…
TRADITIONAL TRAINING METHODS
PRESENTATION METHODS
audio-visual techniques
LCD
video
slides
improving:-
interviewing skills
customer service skills
communication skills
illustrating how procedures should be followed
lecturer
involves the trainer communicating through spoken words
strength of lecturer:-
least time-consuming ways to present large amount of information
useful for large group of trainees
least expensive
variations of the lecturer method
team teaching
guest speaker
standard lecturer
panels
student presentation
HANDS-ON METHOD
on-the -job training (OJT)
apprenticeships
strengths
full time employment at completion
meet company specific business training needs
earn pay while learning
help attracted talented employees
weakness
limited access for minorities and women
no-guarantee of full time employment
high development cost
training result in narrow focus expertise
self-directed learning programs
strengths
learn at own pace
feedback about learning performance
fewer trainers needed
consistent materials
weakness
trainees must be motivated to learn on their own
higher development cost
higher development time
useful for:-
cross-training employees within a department or work unit
orienting transferred or promoted employees to their new jobs
upgrading experienced employees' skills when new technology is introduced
training newly hired employees
simulations
represent a life situation
teach production and process skills
teach management and interpersonal skills
case studies
description about how employees or an organization dealt with difficult question
process of case development :-
prepare a story outline
decide on administrative issues
gather information
prepare case materials
identify a story
business games
requires trainees to gather information,analyze it and make decision
primarily used for management skill development
games mimic the competitive nature of business
role plays
Trainees act out characters assigned to them
Information regarding the situation is
provided to the trainees
Focus on interpersonal responses
behavior modelling
presenting trainees with a model who demonstrates
key behaviors to replicate
Emphasize that learning occurs by
observation of behaviors demonstrated by a
model
vicarious reinforcement
training program activities
Introduction
Skill Preparation and Development
Application Planning
GROUP BUILDING METHODS
sharing ideas and experiences
building group identity
understanding interpersonal dynamics
learning their strengths and weaknesses and
of their co-workers
four stages experiential learning
take part in a behavioral simulation
analyze the activity
gain conceptual knowledge and theory
connect the theory and activity with on-the job or real-life situations
Action learning :
having them work on solving it
committing to an action plan
an actual problem
holding them accountable for
carrying out the plan
Several types of problems are used
including how to:
change the business
•better utilize technology
•remove barriers between the customer
and company
•develop global leaders
Team training
individuals who work together to
achieve a common goal
team performance
knowledge
attitude
behavior
objectives
Methods
• Information-Based
Tools
• Team Task Analysis
strategies
• Cross-Training
• Coordination Training
• Team Leader Training
content: knowledge, skills and attitudes
Adventure learning
Also known as wilderness training and
outdoor training
self-awareness
conflict management
problem solving
risk taking