Training Design Method

“How can we keep our employees retented in their work, in the current economic climate?”

We’re here to consider the question…….

By discussing, debating, sharing experience, learning…….

DESIGNING TRAINING METHOD

Prepared by:-Prepared by:-

Priyanka dubeySwatiprakashKaruna kumariNivedita Samrendra mohanShreyata guptaGaitri choudhary

Meaning of Training design

A training system that learners and trainers can implement to meet the learning goals,

typically includes identifying learning objectives (which culminate in reaching the learning goals), needed facilities, necessary

funding, course content, lessons and sequence of lessons.

In simple words

A training method is a strategy or tactic that a trainer uses to deliver the content so that

the trainees achieve the objective

Factors considered when selecting training method

Learning objectivesThe contentThe traineesPractical requirements

TYPES OF TRAINING DESIGN

PASSIVE METHOD ACTIVE METHOD

Lecture and discussion Equipment mock-ups

Video and films Flat panel simulators

Laboratory demonstration Part- task simulators

Full-scope simulators

NECESSARY COMPONENTS OF TRAINING DESIGN

• Trainer-Before starting training program, a trainer analyzes , interpersonal, judgmental skills in order to deliver quality content to trainees.

• Trainees-In training design there should be a close scrutiny of the trainees and there profiles , age , experience, need and acceptance of the trainees are some of the important factors that effects the training design.

• Training climate-There should be a good training climate environment comprising of positive perception of the training program etc. is one of the necessary conditions of training design. Therefore when the climate is favorable nothing goes wrong and when the climate is unfavorable things go haywire.

• Trainees learning style- The learning style of the trainees, age, experience, educational background should be kept in mind in order to get the right pitch to design the program.

• Training strategies-Once the objectives have been identified the trainers translates it into specific training areas and module. The trainer prepares the priority list about what must to be included and what could be included.

• Training topics-After formulating a strategy the trainer decides upon the contents to be delivered. The trainers break the concepts into headings , topics and modules. These concepts are then classified into knowledge, skills and attitude.

Sequence of the contents:• From simple to complex• Topics are arranged in terms of there

relative importance• From known to unknown• From specific to general Training tactics- Once the objectives and

strategy of the training program becomes clear trainer comes in a position to select the most appropriate tactics and methods of training.

The method selection depends on the following factors:

Trainees backgroundTime allocatedStyle preference of trainerLevel and competence of trainerAvailability of facilities and resources• Support facilities-It can be audio visual and

printed . The various requirements on the training program are whiteboards ,flip charts and markers.

Constraints- The various constraints that lay in the trainers mind are:

Time Accommodation facilities and their availability Furnishing and equipment Budgets Design of the training

Information- as the term denotes it refers to some basic stastical data fact and figure which are the part of training input.

Knowledge -means dynamic and analytic understanding of theories, concept , principles and issues related to the job of the participants and their application to specific situations in the performance of their job or in social interaction.

Skills and competencies - is manifested in an action , whether in the actual performance of a job related task or any aspect of life. While knowledge is shared through verbal or written communication , skills or competencies are located in the mind and perceived through action and accomplished tasks.

Knowledge of skills – to make knowledgeable about skills and competencies.

Attitude and values

ON THE SITE METHODS

•Apprentice•Job rotation•Vestibule•On-the-job

ON THE SITE METHODS

•Apprentice•Job rotation•Vestibule•On-the-job

OFF THE SITE Methods•Lecture•Small Group activity•Case studies•Business games•Role plays•Programmed instruction•In-basket Exercise•Experiential learning

OFF THE SITE Methods•Lecture•Small Group activity•Case studies•Business games•Role plays•Programmed instruction•In-basket Exercise•Experiential learning

On the site methods

Job rotation

Job rotation involves the movement of employees through a range of jobs in order to increase interest and motivation .It can improve “multi-skilling” but also involves the need for greater training.

Job rotation offers following benefits-

Organisation productivity and competitiveness increases due to improved skills and knowledge of employees.

Employees experience personal growth through upskilling.

Organizational objectives

Educational planning

Selection training

training

substitution

•Utilize gained knowledge & skills

•Better chances for future career.

•Better chances on getting a job. •Find another substitution position. •Regular job

Apprenticeship

Apprenticeship training is an (earning while learning) arrangement for a required term .

Is a perternship among labour unions , employers ,schools and government.most apprenticeship are in skilled ,trade and professional unions such as boiler , engineers, electrical workers , pipe fitters and carpenters.

VESTIBULE TRAINING

It combined the benefits of class room with the benefits of on-job training.A special area or class room is set aside from the main production area and is equiped with furnishings similar to those found in the actual production area .

Primary advantages It relieves the employee from the

pressure of having to produce while learning.Disadvantages are –i. Difficult to duplicate the pressure and

realities of actual decision –making on the job ,and

ii.Individuals often act differently in the real –life situations than they do in acting out a simulated exercise.

On The – Job Training

Most frequently used training method in smaller bussinesses and among manufacturers. OJT is the preferred method for training employees fornew technology and increasing skill in the existing use of existing technology.

OJT plan should include -vhbhbjhijkmklm

Lecture As a method of training

The lecture is , by defining , words spoken by the trainer.

i.e verbal symbol medium.Types:-Straight Lecture & Printed materialKey factors :Why and When to use the lecture method?Why and When not to use the lecture method?Enhancing the usefulness of the lecture

method?

Demonstrations as method of training

Demonstration is a visual display of how to do something or how something works. Demonstrations is more effective to increase knowledge and skills (technical or interpersonal).

How to use demonstrations effectively

Prepare the lesson plan by breaking down the task to be performed into smaller , easily learned parts. Then sequentially organize the parts of the tasks and prepare an explanation for why each action is required.

Small group activities

This approach places the learners in a series of carefully constructed problem solving or discovery situation where they asked as a group to apply their own experiences combined with information and resources provided in the training and solving that are relevant to their day to day experiences.

Advantage to this approach:-Maximize participation without loss of structure.Places a high value on the sharing of information and experience.Develop leadership skills.Develop a shared pedagogy.

Business games as a method

Business games are simulations that attempt to represent the way an industry, company, or unit of a company functions. Typically they are based on a set of relationships , rules and principles derived from theory or research.

Types of business games:-Inter company business games.Intra company business games.

Purpose for which business have been developed

Strengthen executive and upper management skills Improve decision –making skills at all levels Demonstrate principled and concepts Combine separate components of training into an

integrated wholeExplore and solve complex problems of training

into an integrated whole.Develop leadership skills Develop skill in using quality tools

Role Play

Role plays may be defined as a dynamic process that involves participants assuming specified roles and acting out significantly.

Role play develops the following skills in the participants:-

Communication skills,Research skills,Problem solving and critical thinking,Team work skills.

Types of Role Play

Simple role play:- Group performs before a group or an audience that act as the observer at the end, analysis and evaluate the exercise.

Multiple role play:- The group is divided into convenient role playing groups, and the various subgroups play the roles, working on the same situation.

Reverse role play:-when two participants have reached what

appears to be an intractable situation of their discussions.

Spontaneous role play:-There are no preparation and the participants are instructed to play the role as directed by the trainer.

CASE STUDY METHOD

It is description of a real life experience, related to the field of study or training which are used to make points raise issue or enhance the participants understanding & learning experience.

It focuses onBuilding decision making skillsAssessing and developing Knowledge, Skills and

Attitudes (KSAs)Developing communication and interpersonal skillsDeveloping management skillsDeveloping procedural and strategic knowledge

In basket Exercise

This method assess a participant’s ability to perform a management job from an administrative perspective . in the exercise, the participant is confronted with the issues, problems and complexity of managerial life in the form of documents such as memos from superiors, peers and subordinates ; reports of various kinds; letter from stakeholders that have accumulated in the manager’s in basket.

Experimental learning

It is a process of actively engaging participants in an experience that will have real consequences. Participants make discoveries & experiment with knowledge themselves instead of hearing or reading about experience of others.

Major experiential learning method are: Sensitivity/T-Group Training Transactional Analysis

Sensitivity , T-group or laboratory training attempts to change individual behaviour by placing participants in an unstructured, ambiguous situation and having them resolve the conflicts , which emerge as a result of ambiguity through interpersonal interactions.

Basic goals of this method are- To increase self-insight concerning why one acts in

certain ways in interpersonal situations , and to develop an understanding of how others see these behaviours.

To increase individual sensitivity to bahaviours of others of others and underlying emotional bases.

To increase awareness of the types of interactions which enhance or reduce the effectiveness of groups.

To increase diagnostic skills so that problem areas in group functioning may be recognised and treated.

To teach individuals to analyze their behaviours so that they may improve their interactions with others.

Transactional Analysis

It is a social psychology developed by Eric Berne (1970). Over the past four decades Eric Berne’s theory has evolved to include applications the psychotherapy,counseling, education and organisational development.