Assignment 1

TRAINERS TOOLKIT

ASSIGNMENT 1

SUBMITTED TO

MR. SURESH

SUBMITTED BY

PETHE SARANG SUNILECU ID. 10189157

CAMPUSBMA, BANGALORE

TABLE OF CONTENT

SR. NO TITLE1. INTRODUCTION2. TRAINING CONSIDERATIONS

a) When training could be used? b)Factors to be considered while using.

3. ADVANTAGES & DISADVANTAGES4. HINTS TO USE THIS METHOD

EFFECTIVELY5. STEP BY STEP METHOD6. OTHER CONSIDERATION & ALTERNATIVES7. REFERENCES.

INTRODUCTION

In-basket training also called as in-tray training is a psychological testing and training method. It

is simulated method used to enhance the problem solving and decision making skills of the

trainees. In this type of training method the knowledge, skills and attitude of the trainees is being

tested. The in-basket training method consists of fifteen to twenty items which has to be acted

upon under specified time limit. Generally there are twenty items which are interrelated upon

which the action has to be taken in an hour. The complete in-basket is then distributed among the

group of trainees, each member has to analyze it and take actions. The trainees are required to

justify their actions. This method gives the real life situation and is similar to a role play. The

trainees are asked to assume particular role in a fictitious organization and is asked to work

through a pile of correspondence. There are two popular formats as follows,

In first format there are 15-20 in-basket items which have to be given priority and acted

upon. This is followed by series of multiple choice questions.

In the second format there are 15-20 in-basket items as above, however instead of

multiple choice questions, the trainees are interviewed by an assessor. The trainees are

required to justify their decisions made.

This method is a popular training method and can be used at managerial grade and top

management. However at the top management level the complexity increases. The in-tray

exercise becomes longer and the intensity of the items increases.

TRAINING CONSIDERATIONS

WHEN TRAINING COULD BE USED?

The in-basket training can be used in any of the following circumstances,

To check the management style of the candidate and match them against suitable job

position for internal recruitment.

When there is internal recruitment to be done for a top management level position.

To simulate the job responsibilities so the new employees become comfortable with their

job post.

To check the knowledge, skills and attitude of the employees.

To impart time management skills, improve decision making and inculcate analytical

skills.

FACTORS TO BE CONSIDERED WHILE USING?

The factors to be considered while imparting this training is as follows,

The age profile and attitude of the employees.

The job position for which the training is given. The training at top level is more

intense.

The time and cost factor should be considered.

The purpose of training.

ADVANTAGE & DISADVANTAGE

The advantages of this training program is as follows,

This method provides the trainees with high precision materials which correctly simulates

the real work environment. The experience gained here can help the candidate while

solving real work life problems.

This is an inexpensive tool of imparting knowledge and it is a high impact learning tool.

This is a flexible training method which can be used for different functions. It can be

used as a training tool or can be used during recruitment and selection process.

As the evaluation is done on an individual basis there is no problem of self consciousness

arising among the trainees. In other training tools like role plays this problem can arise.

The basic limitations of this training method is as follows,

The total time required in this training program is high. While the individual processing

of in-basket takes about one hour, the analysis phase takes about two to three hours.

The trainers need a lot of time and data to prepare and produce letters, memos, etc. to

give them an authentic look. A huge data is needed to be assembled and integrated to

create an in-basket. The work becomes difficult when separate in-basket has to be given

to the individual trainee.

The facilitators need to skilled and comfortable with working in groups. They should

have creativity, logical thinking and management knowledge to develop an interesting

and effective in-basket. Not all the trainers can meet all the facets of this qualification.

HINTS TO USE THIS METHOD EFFECTIVELY

Ensure that you give different set of in-basket to all the candidates. Avoid duplication.

Prepare material which exactly simulates the real work conditions, problems and

responsibilities.

Prepare a benchmark before assessment.

Note the response of the candidates to criticism and the manner in which they justify their

choices.

Be clear while delivering the training and make the in-basket interesting to the trainees.

STEP BY STEP METHOD APPROACH

The trainers need to follow the following steps for delivering the in-basket training method.

Step 1:

This training method simulates the real life work environment. So the first step is to identify the

job tasks and competencies required. The trainer should then gather material pertaining to the

particular jobs like letters, memos, email, phone logs, etc.

Step 2:

After the material is gathered, the trainer should conduct interview with the job incumbent. The

information should be gathered pertaining to the work done on particular day, the

communication means like emails, phone calls, memos, etc. The emphasis should be on

gathering the critical incidents which took place, the actions taken and the outcomes.

Step 3:

Once the material is gathered, the trainer should then work on establishing a scenario. The

scenario should build on the job position, responsibilities and roles of candidates, the

organizational framework and critical issues.

Step 4:

The next task is to develop a pool of documents. This is critical task for the trainer as different

sets of in-basket materials have to be developed. The documents should include a mix of emails,

memos, phone calls, notes, etc. A pool of documents should be developed.

Step 5:

The documents prepared then must be reviewed by person currently working on that post. The

material should be checked for technical accuracy, critical incidents, job relatedness and realism

of the task.

Step 6:

Once the documents are reviewed, a performance benchmark should be created. Then depending

upon the delivery method multiple choice questions or interview questions should be developed.

Step 7:

The final step is to proofread the document. The trainers can then use the material for training

purpose. The next step is to deliver the training program.

Step 8:

Once the training is delivered. The candidates should be evaluated on the basis of the answers

given. The trainer should look how the trainees justify their answers which help in understanding

their analytical thinking level, logical reasoning, decision making abilities, etc. The final

feedback should be given to the candidates.

OTHER CONSIDERATIONS LIKE TIME, COST, LEARNERS

The cost involved in this training method is fairly low however the time involved is very high.

Consider that there are twenty trainees and four hours are required for each individual, thus

eighty man hours are lost. The training should be therefore effective which make up the loss of

these precious man hours. The training method should consider the level in the organization

where the training is needed to be delivered.

ALTERNATIVES TO THIS METHOD

The various alternatives to this type of training is as follows,

Role plays.

Group discussions.

On the job training.

Coaching.

Mentoring.

Case studies.

Business games.

REFERENCESAl-Ajlouni, M., Athamneh, S., & Jaradat, A. (2010). Methods of evaluation: Training techniques.

International Research journal of finance and economics(37), 56-65.

Gilson, T. (1986). A look at the in-basket. Management of Personnel Quarterly, 1(5), 3-7.

Pearson, M., Barnes, J., & Onken, M. (2006). Development of a computerized In-basket

excercise for the classroom: A sales management example. Journal of marketing

education, 28(3), 227-236.

Noe, R.A. (2008). Employee Training and Development. (4th Edn.) McGraw-Hill Irwin: USA    

Sahu, R. (2005). Training for development all you need to know (1 ed.). New Delhi: Excel Books.

ALSO VISIT IN-BASKET TECHNIQUE DESIGNING IN-BASKET