Training & Development - Traditional trainning methods

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Traditional TrainingMethods

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† Raja Manzar

† Sajid Zafar† Farooq

Munir† Nazish

INTRODUCTION

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Teaching is complicated, large scale, hard to define and close to the soul. Duckworth, 1987.

“Training is learning that is provided in order to improve performance on the present job.” Dr. Leonard Nadler.

“The purpose of any training program is to deliver results. People must be more effective after the training \than they were before. ” Master trainer Bob Pike says in his book, “Creative Training Techniques”

“Tell me and I will forget, Show me and I will remember, Involve me and I will understand”.

The best teacher is the one who suggests rather than dogmatizes, and inspires his listener with the wish to teach himself. Edward G Bulwer Lytton.

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Lecture

Reading

Audio Visual

Demonstration

Group Discussion

Practice by Doing

Teach Others

Average Retention Rates after 24 hours5%

10%

20%

30%

50%

75%

90%

The Learning Pyramid

Source : National Training Laboratories, Bethel Maine

Edgar Dale(The Cone of Learning)

• In the 1960s, Edgar Dale theorized that learners retain more information from what they do as opposed to what they hear, read or observe.

• From this theory, he developed the Cone of Learning. • Trainers can use the cone of learning to choose the

most appropriate training methods for accomplishing their learning objectives.

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Read

Hear

View Images

Watch Videos

Attend Exhibits/Sites

Watch a Demonstration

Participate in Hands-On workshops

Design Collaborative Lessons

Simulate, Model or Experience a Lesson

Design/Perform a Presentation “Do the Real Thing”

Define, List ,Describe, Explain

Demonstrate,Apply Practice

10% of whatthey Read

20% of whatthey Hear.

30% of whatthey See.

50% of whatThey See & Hear.

70% of whatThey Say &Write.

(Learning outcomes)People areable to …..

90% ofWhatTheyDo.

(Learning activities)People generally remember…..

Demonstrate,Apply Practice

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% of Formal Training Hours delivered by each Method

Virtual Class room Instructor led class room

Online self study Other0

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20

30

40

50

60

70

80

8%

67%

16%9%

A Teacher in the Eyes of a Student

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Resourcer

Assessor

Information

Provider

Protector

Plan

ner

Study Guideproducer,Resource newtechnology

StudentAssessor &Evaluator

Educator,Artist,Coach

Mentor,Counsellor,Guidance

Teaching role model,Off the job role model,On the job role model

Curriculum Planner,Administrator,Compiling reports

Rolemodel

AIMTo acquaint you all with the

Traditional Training Methods being used by

organizations to train there new employees

in the befitting manner.

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PART 1 – (Muhammad Farooq Munir)• Classroom or Instructor-Led Training & Interactive Methods• Advantages & Disadvantages

PART 2 – (Sajid Zafar)• Hands-On Training • Advantages & Disadvantages.

PART 3 – (Nazish Grewal) Computer-Based Training & E-Learning Advantages & Disadvantages.

PART 4 – (Raja Manzar) Group Building Methods & Choosing a Training Method. Training methods being used in TCS (TATA) India.

SEQUENCE

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PART 1 - Farooq Munir Classroom or

Instructor Led Training• Lecture. • Audiovisual Techniques.• Instructor-led training • Blackboard or whiteboard. • Overhead projector. • PowerPoint® presentation. • Storytelling. • Advantages• Disadvantages

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Interactive Methods• Quizzes. • Small group discussions. • Case studies. • Active summaries. • Q & A sessions. • Question cards. • Participant control. • Demonstrations. • Other activities.• Advantages• Disadvantages

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You are Not allowed to Usethe Sprinkler System to Keep

your Audience Awake!

Lecture

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Trainers communicate through spoken words. Least expensive and least time-consuming ways to

present a large amount of information. It is easily employed with large groups of trainees. Supports training methods such as behavior

modeling and technology-based techniques. Appeals to few of the trainees’ senses because

trainees focus primarily on hearing information. It is difficult to judge quickly and efficiently the

learners’ level of understanding. Is often supplemented with question-and-answer

periods, discussion, video, games, or case studies.

Variations of the Lecture Method

• 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 Speakers. Speaker visits 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.

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Instructor Led Training

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This may be the most “old-fashioned” method,

but it can still be effective, especially if you

invite trainees to write on the board or ask for

feedback that you write on the board.

Blackboard or whiteboard.

Instructor Led Training (contd…)

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This method is increasingly being replaced with

PowerPoint presentations, which are less

manually demanding, but overheads do allow you

to write on them and customize presentations

easily on the spot.

Overhead projector.


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Lectures can be broken up with video

portions that explain sections of the training

topic or that present case studies for

discussion.

Video portion.

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This method is one of the most popular lecture methods and can be combined with handouts and other interactive methods.

PowerPoint® presentation.

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Stories can be used as examples of right and wrong ways to perform skills with the outcome of each way described. This method is most effective with debriefing questions, such as:

• How does this story relate to training?• How did the main character’s choices make you

feel?• What assumptions did you make throughout the

story?• What would you have done differently?• This technique makes communication easier since it

is nonthreatening with no one right answer.

Storytelling.

Advantages An efficient method for presenting a large

body of material to large or small groups of employees.

A personal and face-to-face type of training. It ensures that everyone gets the same

information at the same time. It is cost-effective. Storytelling grabs people’s attention.

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Disadvantages Sometimes it is not interactive. Success of the training depends on the

effectiveness of the lecturer or teacher. Difficult to Schedule for large no of trainees

especially when they are at multiple locations.

Audience engagement throughout the session is to be ensured.

Trainers are to be first trained. Material is to be provided to trainers.

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Interactive Methods Quizzes.

Small group discussions. knowledgeable

veteran employees pass their experience to

new ones.

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Case studies. Analyzing real job-related situations, learn how to handle similar situations.

Active summaries. Create small groups and ask them to summarize the lecture’s major points.

Interactive Methods (Contd…)

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Q & A sessions. Informal Q - Ans are most effective with small groups and for updating skills.

Question cards. Ask students to write Q’s on the subject matter. Collect them and conduct a quiz/review session.


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By assuming roles and acting out situations

that might occur in the workplace,

employees learn how to handle various

situations before they face them on the job.

Role-playing.


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Participant control. Create a subject menu

of what will be covered. Ask participants to

review it.

Demonstrations. Bring tools or equipment

that are part of the training topic and

demonstrate them.


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Other activities.

• Create a personal action plan.

• Raise arguments to issues in the

lecture.

• Paraphrase important or complex

points in the lecture.


Advantages Interactive sessions keep trainees engaged in

the training, which makes them more receptive

to the new information.

They make training more fun and enjoyable.

Provide ways for veteran employees to pass on

knowledge & experience to newer employees.

They can provide in-session feedback to

trainers on how well trainees are learning.32

Disadvantages Interactive sessions can take longer because

activities, such as taking quizzes or breaking

into small groups, are time-consuming.

Some methods, such as participant control,

can be less structured, and trainers will need

to make sure that all necessary information

is covered.

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PART 2 - Sajid Zafar Hands-On Training.

• On-the-Job Training (OJT). • Self-Directed Learning. • Simulations.• Demonstrations. • Coaching & Drills.• Apprenticeships. • Case Studies & Business Games. • Behavior Modeling & Role Plays.• Advantages• Disadvantages

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Hands-On Training

• new or inexperienced employees learning

in the work setting.

• During work by observing learn the job.

• Useful for training newly hired

employees.

• Upgrading experienced employees’ skills.

On-the-job training (OJT).

Principles of On-the-Job Training

• Preparing for Instruction• Break down the job into important steps. • Prepare the necessary equipment, materials, and

supplies.• Decide how much time you will devote to OJT

and when you expect the employees to be competent in skill areas.

• Actual Instruction• Tell the trainees the objective of the task and ask

them to watch you demonstrate it.• Show the trainees how to do it without saying

anything.

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Principles of On-the-Job Training (Contd…)

• Explain the key points or behaviors (Write out the key points for the trainees, if possible).

• Show the trainees how to do it again.• Have the trainees do the entire task and praise

them for correct reproduction.• If mistakes are made, have the trainees practice

until accurate reproduction is achieved.• Praise the trainees for their success in learning the

task.

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Hands-On Training (Contd…)

• Employee experience other jobs & Enhances employee skills.

• Companies benefits having multi job employees.

Cross-training.

• To teach use of new equipment or steps in process.

• Effective in teaching safety skills.

Demonstrations.

Hands-On Training (contd….)

• Shape inexperienced workers to fit

jobs.

• Combines supervised training by

classroom instructor.

Apprenticeships.


• Improve an employee’s performance.

• Focuses on the individual needs of an

employee.

• A manager, supervisor, or veteran

employee serves as the coach.

Coaching.


• Practice skills.

• Evacuation/ emergency training

preparedness.

Drills.

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Self-Directed Learning employees take responsibility for all aspects of learning

including when it is conducted and who will be involved. Trainees master predetermined training content at their

own without an instructor. Trainers serve as facilitators & evaluate learning. Reduces costs associated with travel & meeting rooms. Steps necessary to develop self-directed learning:

• Conduct job analysis to identify tasks that must be covered.

• Write trainee learning objectives related to the tasks.• Develop the content for the learning package. • Break the content into smaller pieces (“chunks”). • Evaluation of the self-directed learning package.


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training method that represents a real-

life situation.

Teach production, process skills,

management, and interpersonal skills.

Simulation

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Case studies• Description about how employees or an

organization dealt with a difficult situation.• Trainees indicate the appropriate actions.• Appropriate for developing higher order

intellectual skills such as analysis, synthesis, and evaluation.

• Help trainees develop the willingness to take risks given uncertain outcomes.

• The case may not actually relate to the work situation or problem that the trainee will encounter.

Process for Case Development• Identify a story.

• Gather information.

• Prepare a story outline.

• Decide on administrative issues.

• Prepare case materials.

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Case StudiesThe trainee is given with some written material, and the some complex situations of a real or imaginary organization. The trainee then makes certain judgement about the case by identifying and giving possible solutions to the problem.

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Business games - require trainees to gather information, analyze it, and make decisions.• Primarily used for management skill development.• Stimulates learning because participants are actively

involved & games mimic competitive nature of business.

• Involves a contest among trainees or against an established criterion such as time or quantity.

• Provides several alternative courses of action and helps estimate the consequences of each alternative with some uncertainty.

• Rules limit participant behavior.• Simple & debriefed by a trainer to ensure learning.


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1.Teams make business decisions that wirelessly feed into simulation.

2. Teams see business results from simulation

3. Teams then apply what they have learned to additional rounds.

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Role plays• To be effective trainers need to engage in

several activities before, during, and after the role play.

• Role plays differ from simulations on the basis of response choices available to the trainees, the level of detail of the situation given to trainees, and the outcomes of the trainees’ response.


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Role Plays

Interpersonal Skills

Communication Skills

Conflict Resolution

Developing Insights

Gp Decision making

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• Demonstrates key behaviors to replicate and

provides trainees with the opportunity to practice

the key behaviors.

• Is more appropriate for teaching skills and

behaviors than for teaching factual information.

Behavior modeling

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• Effective modeling displays have six characteristics The display clearly presents the key behaviors. The model is credible to the trainees. An overview of the key behaviors is presented. Each key behavior is repeated & relationship is shown. A review of the key behaviors is included. Display presents positive & negative use of key behaviors.

• Application planning. prepares trainees to use the key behaviors on the job. It involves having all participants prepare a written

document identifying specific situations in which they should use the key behaviors.

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Introduction (45 mins)• Watch video that presents key behaviors.• Listen to rationale for skill module.• Discuss experiences in using skill.

Skill Preparation and Development (2 hrs.30 mins)• View model.• Participate in role plays and practice.• Receive oral and video feedback on performance of key

behaviors. Application Planning (1 hr)

• Set improvement goals.• Identify situations in which to use key behaviors.• Identify on-the-job applications of the key behaviors.

Activities - Behavior Modeling Training Program

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Get all relevant information by:• Rephrasing the question or problem to see if new issues

emerge.• Listing the key problem issues.• Considering other possible sources of information.

Identify possible causes. If necessary, obtain additional information. Evaluate the information to ensure that all essential

criteria are met. Restate the problem considering new information. Determine what criteria indicate that the problem or

issue has been resolved.

Example of Key Behaviors in Problem Analysis

Advantages Hands-on training methods are effective for

training in new procedures and new equipment.

They are immediately applicable to trainees’

jobs.

They allow trainers to immediately determine

whether a trainee has learned the new skill or

procedure.56

Disadvantages Not good for large groups if you do not have enough

equipment/ machines for everyone to use.

Personal coaching can be disruptive to the coach’s

productivity.

Apprenticeship can be expensive for companies paying for

employees who are being trained on the job and are not yet

as productive as regular employees.

Managers and peers may pass on bad habits as well as

useful skills.

Unstructured OJT can result in poorly trained employees. 57

PART 3 - Nazish Khurshid Computer-Based

Training (CBT). • CD-ROM• Multimedia. • Virtual reality. • Advantages• Disadvantages

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Online or E-Learning. • Web-based training. • Video or Audio

conferencing. • Web meetings. • Online universities. • Collaborative

document preparation.

• E-mail. • Advantages• Disadvantages

Computer-Based Training (CBT)

Computer Based Training Computer-based training (CBT) is any course of

instruction whose primary means of delivery is a computer.

CBT can be used to teach almost any conceivable subject, but it is especially popular for computer-related studies.

Example CBT to learn how to run a particular computer

application, such as Microsoft Excel, or to learn a computer programming language, such as Visual Basic.

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Benefits of CBT

Provides Instructional Consistency Reduces

trainee Learning

time

Increases access to training

Affords privacy of learning

Allows learning to an

individual pace

Allows the trainee to master learning

Reduces cost of training

Compact Disc Read Only Memory (CD-ROM)

Multimedia

Virtual reality

Computer Based Training (Contd…)

CD-ROM CD-ROM refers to a technology in which a range

of data types, such as text, graphics, audio, photographs, and video can all be stored in digital form and accessed by conventional Personal Computers.

CD-ROM programs for education include the following:– Essay Writing– A Talking Dictionary – Phonetic

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Virtual Reality

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• Referred to as computer-simulated life,

replicates an environment that simulates

physical presence in places in the real

world or imagined worlds

• Virtual reality can recreate sensory

experiences, which include virtual

taste, sight, smell, sound, and touch

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Virtual Reality Applications Today

Entertainment

Architecture Scientific Visualization

Drive & Flight Simulators

Medicine Manufacturing Simulators

Development Daily UseResearch

Advantages Availability

Reduce training costs

Consistence

Language flexibility

Cut classroom/storage space

Fewer staff off floor at once

Documentation69

Disadvantages High initial cost

Computer availability

Impersonal learning environment

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E- learning E-learning

The use of the Internet and related

technologies for the development, distribution

and enhancement of learning resources

Provides students and professional with skills

for career advancement, enabling busy

people to learn new technologies

Web-based training

Web-based training Web-based training is anywhere, any-time

instruction delivered over the Internet or a

corporate intrane� t to browser-equipped learners

There are two primary models of Web-based

instruction

Synchronous (instructor-facilitated)

Asynchronous (self-directed, self-paced)

Video/Audio Conferencing Set of telecommunication technologies which

allow two or more locations to communicate by simultaneous two-way video and audio transmissions

These methods allow the trainer to be in one location and trainees to be scattered in several locations.

Web meetings, or WEBINARS . This method contains audio and visual components. Q & A sessions may also be held at the end of sessions.

http://trainingtoday.blr.com/employee-training-resources/How-to-Choose-the-Most-Effective-Training-Techniques

Advantages E-learning is more cost effective than traditional

learning

Diminishes problems related to in-classroom teaching

of audiences

Reduced learning time

E-learning delivers teaching material and learning

activities in a flexible format

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Disadvantages Limited access to a computer as well as the Internet

Required computer skills especially for beginners

More stressful and consumed more time by the

beginning to learn the technology

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PART 4 - Raja Manzar Group Building

Methods. • Experiential learning. • Team Training. • Cross training• Coordination training• Team leader training• Adventure Learning. • Action Learning.

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Comparison of training methods by Chart

Choosing a Training Method.

Training system being used by TCS (TATA Motors, India).

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Group Building Methods

Training methods designed to improve

team or group effectiveness.

Experiential learning. 4 stages are: gain conceptual knowledge and theory.

take part in a behavioral simulation.

analyze the activity.

connect the theory and activity with on-the-job

or real-life situations.

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Experimental Learning Cycle

DO IT.

What?What

happened? What were the

results?

So What?

What do these results imply?

How did I influence the

outcome?

Now What? What will I do differently next

time?

Kolb’s Experimental Learning Cycle

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Concrete Experience (1)

Observation & reflection (2)

Forming Abstract

Concepts (3)

Testing in New

Situations (4)

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Group Building Methods (Contd…)

Adventure learning. focuses on development of teamwork & leadership skills through structured activities.• Includes wilderness training, outdoor training, drum

circles, and even cooking classes.• Develop group effectiveness skills i.e, self-awareness,

problem solving, conflict management, risk taking.• To be successful:

Exercises should be related to the types of skills that participants are expected to develop.

After the exercises, a skilled facilitator should lead a discussion about: what happened in the exercise. what was learned. how events in the exercise relate to job situation. how to apply what was learned on the job.

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Team training. Coordinates the performance of

individuals who work together to achieve a

common goal.

Teams that are effectively trained, develop

procedures to identify and resolve errors,

coordinate information gathering, and reinforce

each other.

The three components of team performance:

knowledge, attitudes, and behavior.

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Tools• Team Task Analysis• Performance

measurement• Task Simulation & Exs• Feedback• Principles

Methods• Information based• Demonstration based

• Video• Practice based

• Guided practice• Role play

Strategies• Cross training• Coordination training• Team leader training

Team Training Objectives

ContentKnowledge, Skills, Attitudes

Main Elements of Structure of Team Training

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Team Training (Contd…)

Cross training• Team members understand each other’s

skills. • They practice each other’s skills.• members are prepared to step in and take

the place of a member who may temporarily or permanently leave the team.

• Research suggests that most work teams would benefit from providing members with at least enough understanding of teammates’ roles to discuss trade-offs of various strategies and behaviors that affect team performance.

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Coordination training• instructs the team in how to share

information & decision-making responsibilities to maximize team performance.

• Coordination training is especially important for commercial aviation or surgical teams. (share information to make the most effective decisions regarding patient care or aircraft safety and performance).

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Team leader training • Training that the team manager or facilitator

receives.

• Training the manager on how to resolve

conflict within the team or helping the team

coordinate activities or other team skills.

• Example. a lecture or video may be used to

disseminate knowledge regarding

communication skills to trainees.


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Action learning• Gives teams or work groups an actual

problem, has them solve it and commit to an

action plan, and holds them accountable for

carrying out the plan.

• Addresses how to change the business,

better utilize technology, remove barriers

between the customer and company, and

develop global leaders.

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Action

Learning

Comparisons of Training Methods

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Choosing a Training Method

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Identify the type of learning outcome that you

want training to influence.

Consider the extent to which the learning method

facilitates learning & transfer of training.

Evaluate the costs related to development and

use of the method.

Consider the effectiveness of the training

method.

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TATATCS Training Methods

Introduction What is TCS. An IT services, consulting and

business solutions organization that delivers real results to global businesses, ensuring a level of certainty that no other firm can match.

History. Established in 1968 as a division of Tata Sons Limited. TCS Ltd. got incorporated as a separate entity on January 19, 1995.

Mission. To help customers achieve their business objectives by providing innovative, best-in-class consulting, IT solutions and services & to make it a joy for all stakeholders to work with us.

Training Methods in TCS

TCS training methods has been divided

into 2 methods.

On-the-job training methods

Off-the-job training methods

On-the-job Training methods

On-the-job training methods

• Coaching

• Job Rotation

• Tata International Internship Programme

• Understudy

Off-the-job Training methods

Off-the-job training methods

• Lectures and Conferences

• Vestibule Training

• Simulation Exercises

• Sensitivity Training

• Transactional Training

Simulation Exercises• Simulation is any artificial environment

exactly similar to the actual situation. There are four basic simulation techniques used for imparting training:

• Management Games• Case study• Role playing• In-basket training

Training & Development - Traditional trainning methods

Education