Methods of-training-and-development

METHODS OF TRAINING AND METHODS OF TRAINING AND DEVELOPMENTDEVELOPMENT

TRAINING AND TRAINING AND DEVELOPMENTDEVELOPMENT

ItIt is a subsystem of an organization. is a subsystem of an organization. It ensures that randomness is It ensures that randomness is reduced and learning or behavioural reduced and learning or behavioural change takes place in structured change takes place in structured format. format.

Two approaches of T and DTwo approaches of T and DTraditional approachTraditional approachModern approachModern approach

TRADITIONAL AND MODERN APPROACH TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENTOF TRAINING AND DEVLOPMENT

Traditional ApproachTraditional Approach – Most of the – Most of the organizations before never used to believe organizations before never used to believe in training. They were holding the in training. They were holding the traditional view that managers are born traditional view that managers are born and not made. There were also some and not made. There were also some views that training is a very costly affair views that training is a very costly affair and not worth. Organizations used to and not worth. Organizations used to believe more in executive pinching. believe more in executive pinching.

Modern approach- It Modern approach- It is that Indian is that Indian Organizations have realized the Organizations have realized the importance of corporate training. importance of corporate training. Training is now considered as more Training is now considered as more of retention tool than a cost. The of retention tool than a cost. The training system in Indian Industry has training system in Indian Industry has been changed to create a smarter been changed to create a smarter workforce and yield the best results.workforce and yield the best results.

Methods of TrainingMethods of TrainingCOGNITIVE METHODSCOGNITIVE METHODS

BEHAVIORAL METHODSBEHAVIORAL METHODS

CONTD…CONTD…

COGNITIVE METHODSCOGNITIVE METHODS Cognitive methods are more of giving Cognitive methods are more of giving

theoretical training to the trainees. The theoretical training to the trainees. The various methods under Cognitive various methods under Cognitive approach provide the rules for how to do approach provide the rules for how to do something, written or verbal information, something, written or verbal information, demonstrate relationships among demonstrate relationships among concepts, etc. concepts, etc.

FOCUSES- changes in knowledge and FOCUSES- changes in knowledge and attitude by learning.attitude by learning.

Methods that come under Cognitive approach Methods that come under Cognitive approach

LECTURESLECTURES

DEMONSTRATIONS DEMONSTRATIONS

DISCUSSIONS DISCUSSIONS

COMPUTER BASED TRAINING (CBT)COMPUTER BASED TRAINING (CBT)

LECTURESLECTURES This method is used to create understanding of This method is used to create understanding of

a topic or to influence behavior, attitudes a topic or to influence behavior, attitudes through lecture.through lecture.

A lecture can be in printed or oral form.A lecture can be in printed or oral form.

Lecture is given to enhance the knowledge of Lecture is given to enhance the knowledge of

listener or to give him the theoretical aspect of listener or to give him the theoretical aspect of a topic. a topic.

CONTD……..CONTD……..It is difficult to imagine training It is difficult to imagine training

without lecture format.without lecture format.

There are some variations in There are some variations in Lecture method.Lecture method.

The variation here means that some The variation here means that some

forms of lectures are interactive forms of lectures are interactive while some are not.while some are not.

DemonstrationDemonstration This method is a visual display of how This method is a visual display of how

something works or how to do something. something works or how to do something. Example, trainer shows the trainees how Example, trainer shows the trainees how

to perform or how to do the tasks of the to perform or how to do the tasks of the job.job.

Helps the focusing their attention on Helps the focusing their attention on

critical aspects of the taskcritical aspects of the task

Discussion methodDiscussion method This method uses a lecturer to provide the This method uses a lecturer to provide the

learners with context that is supported, learners with context that is supported, elaborated, explains, or expanded on through elaborated, explains, or expanded on through interactions both among the trainees and interactions both among the trainees and between the trainer and the trainees. between the trainer and the trainees.

Discussion method is a two-way flow of Discussion method is a two-way flow of communication communication

knowledge in the form of lecture is knowledge in the form of lecture is communicated to traineescommunicated to trainees

Then understanding is conveyed back by Then understanding is conveyed back by trainees to trainertrainees to trainer. .

Cbt trainingCbt training Providing training to employees through Providing training to employees through

Intranet or Internet. Intranet or Internet.

CBT does not require face-to-face CBT does not require face-to-face interaction with a human trainer. interaction with a human trainer.

BENEFITS OF CBTBENEFITS OF CBT

BEHAVIORAL METHODSBEHAVIORAL METHODSBehavioral methods are more of giving Behavioral methods are more of giving

practical training to the traineespractical training to the trainees

The various methods in this allows the The various methods in this allows the trainee to behavior in a real fashiontrainee to behavior in a real fashion

These methods are best used for skill These methods are best used for skill

development. development.

Methods that come under Behavioural Methods that come under Behavioural approach approach

GAMES AND SIMULTATIONSGAMES AND SIMULTATIONSGame is defined as spirited activity Game is defined as spirited activity

or exercise in which trainees or exercise in which trainees compete with each other according compete with each other according to the defined set of rules.to the defined set of rules.

Simulation is creating computer Simulation is creating computer versions of real-life games.versions of real-life games.

It is about imitating or making It is about imitating or making judgment or opining how events judgment or opining how events might occur in a real situation. might occur in a real situation.

Business gamesBusiness games These are based on the set of rules, These are based on the set of rules,

procedures, plans, relationships, principles procedures, plans, relationships, principles derived from the research.derived from the research.

In business games, trainees are given In business games, trainees are given

some information that describes a some information that describes a particular situation and are then asked to particular situation and are then asked to make decisions that will best suit in the make decisions that will best suit in the favour of the company. favour of the company.

Role playsRole plays Role play is a simulation in which each participant Role play is a simulation in which each participant

is given a role to play.is given a role to play. Information is given to Trainees related to:Information is given to Trainees related to:

description of the roledescription of the role concerns concerns objectives objectives responsibilities responsibilities emotions, etc.emotions, etc.

Contd…Contd…Then, a general description of the Then, a general description of the

situation, and the problem that each situation, and the problem that each one of them faces, is one of them faces, is given.example, given.example,

Situation could be strike in factory, Situation could be strike in factory, Managing conflict between two Managing conflict between two

parties parties Scheduling vacation days, etc. Scheduling vacation days, etc.

In basket techniquesIn basket techniques In this technique, trainee is given some In this technique, trainee is given some

information about the role to be played such as, information about the role to be played such as, description, responsibilities, general context description, responsibilities, general context about the role.about the role.

The trainee is then given the log of materials that The trainee is then given the log of materials that make up the in-basket and asked to respond to make up the in-basket and asked to respond to materials within a particular time period. materials within a particular time period.

After all the trainees complete in-basket, a After all the trainees complete in-basket, a discussion with the trainer takes place.discussion with the trainer takes place.

Equipment simulators can be used in giving Equipment simulators can be used in giving training to:training to:

Taxi DriversTaxi Drivers

Telephone OperatorsTelephone Operators

Maintenance WorkersMaintenance Workers

Product Development EngineersProduct Development Engineers

Airline PilotsAirline Pilots

CASE STUDYCASE STUDYThe trainee is given with some The trainee is given with some

written material, and the some written material, and the some complex situations of a real or complex situations of a real or imaginary organization. imaginary organization.

DEVELOPMENT DEVELOPMENT

The more future oriented method and The more future oriented method and more concerned with education of the more concerned with education of the employees. To become a better performer employees. To become a better performer by education implies that management by education implies that management development activities attempt to install development activities attempt to install sound reasoning processes.sound reasoning processes.

ON THE JOB TRAININGON THE JOB TRAINING

OFF THE JOB TRAINING OFF THE JOB TRAINING

Two parts of developmentTwo parts of development

ON JOB TRAININGON JOB TRAINING The development of a manager’s abilities can The development of a manager’s abilities can

take place on the job. The four techniques for on-take place on the job. The four techniques for on-the job development are:the job development are:

COACHINGCOACHING

MENTORINGMENTORING

JOB ROTATIONJOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT) JOB INSTRUCTION TECHNIQUE (JIT)

COACHINGCOACHING

Coaching is one of the training methods, Coaching is one of the training methods, which is considered as a corrective which is considered as a corrective method for inadequate performance. method for inadequate performance.

Coaching is the best training planCoaching is the best training plan

It is one-to-one interactionIt is one-to-one interaction

It can be done on phone, meetings, It can be done on phone, meetings, through mails, chat etc.through mails, chat etc.

MentoringMentoring

Mentoring is an ongoing relationship Mentoring is an ongoing relationship that is developed between a senior that is developed between a senior and junior employee. and junior employee.

Mentoring provides guidance and Mentoring provides guidance and clear understanding of how the clear understanding of how the organization goes to achieve its organization goes to achieve its vision and mission to the junior vision and mission to the junior employee.employee.

Job RotationJob RotationThis approach allows the manger to This approach allows the manger to

operate in diverse roles and operate in diverse roles and understand the different issues that understand the different issues that crop up. crop up.

It is the process of preparing It is the process of preparing employees at a lower level to replace employees at a lower level to replace someone at the next higher level. someone at the next higher level.

Job Instruction Job Instruction Technique(JIT)Technique(JIT)

Job Instruction Technique (JIT) uses a Job Instruction Technique (JIT) uses a strategy with focus on knowledge strategy with focus on knowledge (factual and procedural), skills and (factual and procedural), skills and attitudes development.attitudes development.

OFF THE JOB TRAINING –OFF THE JOB TRAINING –

There are many management development There are many management development techniques that an employee can take in off the techniques that an employee can take in off the job. The few popular methods are:job. The few popular methods are:

SENSITIVITY TRAININGSENSITIVITY TRAINING

TRANSACTIONAL ANALYSISTRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURESSTRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES SIMULATION EXERCISES

Sensitivity TrainingSensitivity Training

Sensitivity training is about Sensitivity training is about making people understand about making people understand about themselves and others themselves and others reasonably, which is done by reasonably, which is done by developing in them social developing in them social sensitivity and behavioural sensitivity and behavioural flexibility.flexibility.

Transactional AnalysisTransactional Analysis

Transactional Analysis provides trainees Transactional Analysis provides trainees with a realistic and useful method for with a realistic and useful method for Analysing and understanding the behavior Analysing and understanding the behavior of others.of others.

In every social interaction, there is a In every social interaction, there is a motivation provided by one person and a motivation provided by one person and a reaction to that motivation given by another reaction to that motivation given by another person. This motivation-reaction person. This motivation-reaction relationship between two persons is a relationship between two persons is a transaction. transaction.

Lecture – A Method of Lecture – A Method of TrainingTraining

Lecture is given to enhance the Lecture is given to enhance the knowledge of listener or to give him knowledge of listener or to give him the theoretical aspect of a topic.the theoretical aspect of a topic.

Training is basically incomplete Training is basically incomplete

without lecture. without lecture.

THANK YOUTHANK YOU