Training methods

What is a training method?

A training method is basically an instrument
or technique that is used by a trainer to
impart training to the trainees, so as to
meet and fulfill the predetermined training
objectives. It is a way of communicating
with the trainees in such a manner that
proper learning and understanding may
take place, while at the same time making
learning effective.
 Functions of training methods:
• Assist in creating an appropriate
learning environment.
• Enhance participation and
involvement of the group.
• Give greater control of the Learning
process to the practitioners.
• Promote group interaction and
cohesion.
 Classification of training
methods.
A – On the Job Training methods

• Job rotation
• One to one instruction
• Coaching & Mentoring
• Open learning
• Computer based training
• Apprenticeship
 Classification of training
methods (Contd..)
B – Simulation methods
• Role Plays
• Case method
• Management games
• In basket exercise
 Classification of training
methods (Contd..)
C – Knowledge based Methods
• Lecture
• Group discussion methods
• Panel discussion, workshops
• Seminar, symposium, Conference etc.
• Brain storming sessions
 Classification of training
methods (Contd..)
D – Skill based methods
• Practice after demonstration
• Task performance
• Skill teaching
• Role plays
• Workshops
Classification of training methods
(Contd..)
E – Experiential method
• Sensitivity training
• T-group learning
• Transactional analysis
Off the job training methods :Skill
based methods
1. Demonstration:
Purpose: to present an improved practice in an
interesting, convincing way so trainees will
appreciate its application and its desirability
to their situation.
Steps:
1. Prepare an outline of the logical steps of the
demonstration in a sequence and prepare
points for delivering the talk.
 Demonstration:

2. Selection of appropriate materials and

tools including visual aids, and keeping
them ready.
3. Practice, and complete rehearsal of the
demonstration to gain confidence.
4. Make proper arrangements at the venue
to enable all participants to have a good
view of the demonstration.
5. Ask the participants what they already
know about the topic.
 Demonstration:

6. Use their comments to lead into what you

are going to do.
7. Explain and show, slowly and carefully, each
new practice step-by-step.
8. Ask questions to the group, check their
understanding and answer their questions.
9. Repeat difficult steps.
10. When you finish, ask members of the group
to do one or more of the steps to check how
well the participants have understood the
demonstration.
 Demonstration:

11. End the demonstration by asking the

participants to tell you, what they learnt
from the demonstration.
12. Summarise important points.
13. Thank the audience.

Advantages:
1. Suited to teach skills to many people.
2. Demonstration stimulates action.
3. It builds confidence in the presenter.
Off the job training methods :Skill
based methods
2. Skill teaching:
To train the learner, to perform a job, as quickly
as possible, under supervision.
Elements: Planning, rehearsal, presentation.
Planning:
A process of thinking, consultation and
documentation about a particular skill.
Do remember:
Importance of job for the learner.
Previous knowledge/skill to perform the job.
List out tools/equipment and materials.
 Skill teaching
Division into steps
Identification of key points
Rehearsal:
Rehearsal is must before performing any skill.
Do remember;
Follow the steps of a skill, as it increases the retention.
Important points in each step must be understood.
One must perform skill himself, before teaching
to the learners.
 Skill teaching
Presentation: Steps:
1. Prepare the learner: Put the learner in a relax
mood; tell him the purpose; utilise previous
knowledge; arouse interest; put the learner in
the right position;
2. Show the learner/ demonstration: Explain basic
knowledge; demonstrate slowly and
systematically; instruct step by step; stress key
points; speak clearly, fully and patiently; convey
vital information at the right speed
 Skill teaching
3. Let the learner try: Examine ability; let
him do and explain; let him show again;
check the key points; encourage the
learner.
4. Hand over the job: Stress
responsibility; encourage questions;
ascertain if all is correct; introduce
possible helper.
 Off the job training methods :
Experiential method
1. Sensitivity training:
Aims at developing sensitivity within
people towards thoughts, feelings and
behaviour of other persons and through
this, improve upon one’s human
interactions.
Participation is voluntary.
This method attempts to develop the
diagnostic ability of participants.
It is a group training method that uses
intensive participation and immediate
feedback for self analysis and change.
 Sensitivity training

Role of the trainer:

Responsible for creating an environment
with time and space barriers.
A catalyst
A hypotheses maker

Limitation:
Inability of participants to apply concepts
and awareness gained in the group to his
job.
 Off the job training methods :
Experiential method
2. T group:
The T-group provides participants with an
opportunity to learn about themselves,
their impact on others and  how to function
more effectively in group and interpersonal
situations.

The focus tends to be on the feelings and the

communication of feelings, rather than on
the communication of information, opinions,
or concepts.
 T group

The role of the trainers

To help the group and individuals analyze and
learn from what is happening in the group.
To encourage the group to follow norms that tend
to serve the learning process
To offer training and coaching in skills that tend to
help the learning process
To remain silent, allowing the group to experience
its anxiety about acceptance, influence, etc.
To be willing to disclose oneself, to be open with
the group.
To avoid becoming too directive, clinical, or
personally involved.
 
 T group

Possible Problems
T-Group methods usually encourage self-disclosure
and openness, which may be inappropriate or even
punished in organizations
Participants being forced or pressured to attend, by
an employer or other person with influence, are on
the whole less likely to have a positive learning
experience.
Ways of behaving that the person has used for many
years may be called into question by others in the
group and oneself. This has in some cases brought
the participant to question relationships in the
family or at work
 Off the job training methods :
Experiential method
3. Transactional analysis:
system of psychotherapy that analyzes
personal relationships and interactions in
terms of conflicting or complementary ego
states that correspond to the roles of
parent, child, and adult.

It has been used in education, to help

teachers remain in clear communication at
an appropriate level, in counseling and
consultancy, in management and
communications training, and by other
bodies.
 Team Training Skills
• Process • Behavioral
• Problem solving • Member
• Brain storming communication
• Decision making • Conflict resolution
• Negotiating • Establishing norms
• Goal setting • Diversity
awareness
• Process analysis
• Team building
• Task evaluation
• Negotiation
• Vendor Analysis
• Building trust
 Diversity Training
Importance
Increased number of employees from varied
backgrounds
• Ethnic groups
• Cultures
• Education
• Geography
• Gender
• Age
• Differently able

Two types of training

• Awareness
• Skill
 Criteria for selection of training
methods

1. The objective of training

programme
2. The programme content
3. The level and experience of the
participants.
4. The skill and capacity of the course
director
5. The availability of time and
resources.
 Ways of comparing methods

1. Population variability
2. Population preferences
3. Nature of learning to be achieved.
4. Media requirements
5. Logistical issues
6. Available resources
7. People
8. Equipment
 Ways of comparing methods

9. Facilities
10. Existing materials.
11. Off-the-shelf solutions
12. Labour costs
13. Design and development times
14. Cost of new equipment
15. Class and group sizes
16. Cost of classroom facilities
17. Travel and accommodation