Traditional Training Methods

Presentation Methods
Methods in which trainees are passive recipients of information, which may include:
o o o

facts or information processes problem-solving methods

It includes lectures and audio-visual techniques.

Presentation Methods (cont.)

Lecture
Trainers communicate through spoken words what they want the trainees to learn. o Least expensive and least time-consuming ways to present a large amount of information. o It is easily employed with large groups of trainees. o Supports training methods such as behavior modeling and technology-based techniques.
o

Table 7.1 - Variations of the Lecture Method

Presentation Methods (cont.)

Advantages Team teaching Brings more expertise and alternative perspectives to the training session. Disadvantages Require more time on the part of trainers.

Guest speakers

Motivate learning by bringing to the trainees relevant examples and applications.

Presentation does not relate to the course content.

Panels

Good for showing trainees different viewpoints in a debate.

Trainees who are relatively naive about a topic may have difficulty understanding the important points. Can inhibit learning if the

Increase the materials

Presentation Methods (cont.)

Lecture
Lacks participant involvement, feedback, and meaningful connection to the work environment. o Appeals to few of the trainees senses because trainees focus primarily on hearing information. o It is difficult to judge quickly and efficiently the learners level of understanding. o Is often supplemented with question-andanswer periods, discussion, video, games,
o

Presentation Methods (cont.)

Audiovisual instruction - includes overheads, slides, and video. Video is a popular instructional method used for improving communications skills, interviewing skills, and customerservice skills and for illustrating how procedures should be followed.

Advantages

Disadvantages

Video

Flexibility in customizing the session depending on trainees expertise. Trainees can be exposed to equipment, problems, and events that cannot be easily demonstrated. Trainees are provided with consistent instruction. Provides immediate objective feedback. It requires minimal knowledge of technology and equipment.

Too much content for the trainee to learn. Poor dialogue between the actors. Overuse of humor or music, and drama that makes it confusing for the trainee to understand the important learning points emphasized in the video.

Hands-on Methods
Training methods that require the trainee to be actively involved in learning.
o

On-the-job training (OJT) - new or inexperienced employees learning in the work setting and during work by observing peers or managers performing the job and trying to imitate their behavior.
Can be useful for training newly hired employees, upgrading experienced employees skills, cross-training employees, and orienting transferred or promoted employees to their new jobs.

Hands-on Methods (cont.)

Advantages Disadvantages On-the-job training (OJT) Customized to the experiences and abilities of trainees. Training is immediately applicable to the job. Save costs. Can be offered at any time, and trainers will be available because they are peers. Managers and peers may not use the same process to complete a task. Overlooks that demonstration, practice, and feedback are important conditions for effective onthe-job training. Unstructured OJT can result in poorly trained employees.

Hands-on Methods (cont.)

Advantages Disadvantages Self directed learning employees take responsibility for all aspects of learning including when it is conducted and who will be involved. Allows trainees to learn at their own pace and receive feedback about the learning performance. Requires fewer trainers, reduces costs associated with travel and meeting rooms, and makes multiplesite training more realistic. Provides consistent training content. Makes it easier for shift employees to gain access to training materials.

Trainees must be motivated to learn on their own. Higher development costs. Development time is longer.

Hands-on Methods (cont.)

Advantages Disadvantages

Apprenticeship work-study training method with both on-the-job and classroom training.

Learners can earn pay while they learn. Involves effective learning about why and how. Results in full-time employment for trainees when the program is completed. Meets specific business training needs and help attract talented employees.

High development costs. Increased time commitment required of management and journey workers. Limited access for minorities and women. No guarantee of full-time employment. Training results in narrow focus expertise.

Hands-on Methods (cont.)

Simulation - training method that represents a real-life situation, with trainees decisions resulting in outcomes that mirror what would happen if they were on the job.
o

Is used to teach production, process skills, management, and interpersonal skills.

Hands-on Methods (cont.)

Case studies - description about how employees or an organization dealt with a difficult situation.
Trainees are required to analyze and critique the actions taken, indicating the appropriate actions and suggesting what might have been done differently. o Assumes that employees are most likely to recall and use knowledge and skills if they learn through a process of discovery.
o

Hands-on Methods (cont.)

Appropriate for developing higher order intellectual skills such as analysis, synthesis, and evaluation. Help trainees develop the willingness to take risks given uncertain outcomes, based on their analysis of the situation. The case may not actually relate to the work situation or problem that the trainee will encounter.

Table 7.5 - Process for Case Development

Hands-on Methods (cont.)

Business games - require trainees to gather information, analyze it, and make decisions.
Is primarily used for management skill development. o Stimulates learning because participants are actively involved and games mimic the competitive nature of business.
o

Hands-on Methods (cont.)

Involves a contest among trainees or against an established criterion such as time or quantity. Designed to demonstrate an understanding of or application of a knowledge, skill, or behavior. Provides several alternative courses of action and helps estimate the consequences of each alternative with some uncertainty.

Hands-on Methods (cont.)

Role plays - have trainees act out characters assigned to them.
For role plays to be effective, trainers need to engage in several activities before, during, and after the role play. o Role plays differ from simulations on the basis of response choices available to the trainees, the level of detail of the situation given to trainees, and the outcomes of the trainees response.
o

Hands-on Methods (cont.)

Behavior modeling Consists of observation and reproduction of a sequence of new behaviors o Provides trainees with the opportunity to practice the key behaviors. o Is based on the principles of social learning theory. o Is more appropriate for teaching skills and behaviors than for teaching factual information.

Group Building Methods

Training methods designed to improve team or group effectiveness. Involve experiential learning. Four stages of this are:
o o o o

gain conceptual knowledge and theory. take part in a behavioral simulation. analyze the activity. connect the theory and activity with on-thejob or real-life situations.

Group Building Methods (cont.)

Adventure learning - focuses on the development of teamwork and leadership skills through structured activities. o Includes wilderness training, outdoor training, drum circles, and even cooking classes. o Best suited for developing skills related to group effectiveness such as self-awareness, problem solving, conflict management, risk taking.

Group Building Methods (cont.)

Action learning
Gives teams or work groups an actual problem, has them solve it and commit to an action plan, and holds them accountable for carrying out the plan. o Addresses how to change the business, better utilize technology, remove barriers between the customer and company, and develop global leaders.
o

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.

Technologys Influence on Training and Learning

New technologies have made it possible to:
reduce the costs associated with delivering training. o increase the effectiveness of the learning environment. o help training contribute to business goals.
o

Technologys Influence on Training and Learning (cont.)

Benefits of Technology
Employees can gain control over when and where they receive training. o Employees can access knowledge and expert systems on an as-needed basis. o The learning environment can look, feel, and sound just like the work environment. o Employees can choose the type of media they want to use in a training program.
o

Technologys Influence on Training and Learning (cont.)

Benefits of Technology
Paperwork and time needed for administrative activities is reduced. o Employees accomplishments during training can be monitored. o Traditional training methods can be delivered to trainees rather than requiring them to come to a central training location.
o

Technologys Influence on Training and Learning (cont.)

Digital collaboration
o

use of technology to enhance and extend employees abilities to work together regardless of their geographic proximity.

Types of Learning Environments

Types of Learning Environments

Types of Learning Environments

Technology and Multimedia

Multimedia training - combines audiovisual training methods with computer-based training.

Advantages and Disadvantages of Multimedia Training

Computer-Based Training
It is an interactive training experience in which: o the computer provides the learning stimulus. o the trainee must respond. o the computer analyzes the responses and provides feedback to the trainee. It includes interactive video, CD-ROM, and online learning. o CD-ROMs and DVDs utilize a laser to read text, graphics, audio, and video off an aluminum disk.

Computer-Based Training (cont.)

Interactive video - instruction is provided one-on-one to trainees via a monitor connected to a keyboard. Online learning, or e-learning - instruction and delivery of training by computer online through the Internet or the Web.
Internet-based or Web-based, training - training delivered on public or private computer networks and displayed by a Web browser. o Intranet-based training - training that uses the companys own computer network; accessible only to the companys employees.
o

Factors Limiting the Use of ELearning

Common Ways of Collaboration in Online Learning

Blended Learning
It combines online learning, face-toface instruction, and other methods for distributing learning content and instruction. In comparison to classroom delivery, blended learning:
o o o

provides increased learner control. allows for self-directedness. requires learners to take more responsibility for their learning.

Simulations
Avatars - computer depictions of humans that are used as imaginary coaches, coworkers, and customers in simulations.

Mobile Technology and Training Methods: iPods, PDAs

Mobile technology consists of:

Wireless transmission systems (Wi-Fi and Bluetooth) o Mobile devices (PDAs, GPS, RFID, etc.) o Software applications o Challenges:
o

Ensuring employees know when and how to take advantage of the technology. Ensuring employees can connect to a variety of networks irrespective of their location or mobile device.

Conditions When Training Support Technologies are Most Needed