Training Methodology II off The Job Training Methods Part 1-Development and Training-Lecture Slides, Slides of Training and Development

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Training Methodology-II off The

job training methods

Cont….

There are categories of learning objectives,

skills, and attitudes (KSA). Knowledge

objectives are of three types:

• Declarative

• Procedural

• Strategic

Cont….

• Attitudes: Are beliefs and/ or opinions about

objectives and events and the positive or

negative affect (feelings) associated with

them. Attitudes affect motivation levels,

which in turn influence a person’s behavior.

Cont….

Some of the most commonly used of the job training methods to impact need-based training are described below.

• The lecture Method
• Participative methods such as conferences
• Seminar
• Panel discussion
• Workshop
• Buzz groups
• Brain- storming
• Case method
• Role Play
• Structured experiences/ Simulation method
• Laboratory method

Lecture

• In a Lecture, trainers communicate through spoken

words what they want the trainees to learn.

• The communication of learned capabilities is

primarily one-way-from the trainer to the audience.

• A lecture is one of the least expensive, least time

consuming ways to present a large amount of

information efficiently in an organized manner.

Cont………

Variation of the Lecture Methods

• Standard Lecture : trainer talks while trainees listen and

absorb information.

• Team Teaching : two or more trainers present different topics

or alternative views of the same topic.

• Guest Speaker : speakers visit the session for a predetermined

time period. Primary instruction is conducted by the instructor.

• Panels : two or more speakers present information and ask

questions.

• Student Presentations : groups of trainees present topics to

the class.

Cont………

• Third , trainees can be exposed to equipment, problems, and events that cannot be easily demonstrated, such as equipment malfunctions, angry customers, or emergencies.
• Fourth , trainees are provided with consistent instruction. Program content is not affected by the interests and goals of a particular trainer.
• Fifth, videotaping trainees allows them to see and hear their own performance without the interpretation of the trainer. That is video provides immediate objective feedback.

Participative Methods

The foundation of participative method

incorporates the scope of discussion,

participation, understanding the group

process and overall facilitation of belief,

attitudes, knowledge, sharing of experience

etc.

Components of Team Performance

Team Performance

Behavior Knowledge (^) Attitude

Cont…….

The strategies include:

• Cross Training has team members understand and

practice each other’s skills so that members are

prepared to step in and take the place of a member

who may temporarily or permanent leave the team.

• Coordination Training instructs the team in how to

share information and decision-making

responsibilities to maximize team performance.

• Team leader Training refers to training that the team

manager or facilitator receives.

Understanding the role of group dynamics

in a training context

Four dimensions of group dynamics are important in order for you to more fully understand how learning groups may function:

• The development process through which groups

involves

• Learners needs with in the group
• The phenomenon of consensus of agreement

within a team

• The types of team roles that learners may adopt

in team learning situations.

Group formation

According to tuckman, groups generally involve

through four stages of development: formation:

storming: norming and performing.

• Stage one-formation: when a group comes together

for the first time, they are naturally apprehensive

about why they are there and what is to be achieved.

• Stage two-storming: once the group get to know each

other, a certain jockeying for position occurs. Tension

and emotions can run high and disagreements can

occur on how the task has to be completed.

Cont……

• Stage four-performing: the group needs to

progress effectively through the first three stages,

before it can arrive at the performing stages,

where it puts all the energy and focus into

achieving its task.

• Stage five-mourning/ending: the final stage is

mourning where the task has been accomplished

and it is time for the team to disband. The trainer

needs to address any outstanding issues at this

stage and ask for feedback.

The needs of learners in group situation:

• It is generally accepted principle of social

psychology that people need other people and

that they will seek to establish compatible

relationships with others in social interactions.

The group context of a training situation has

to accommodate these needs in order for

learners to work effectively in team situations.