chapter 7 traditional training methods. chapter 7 traditional techniques three traditional...
TRANSCRIPT
Chapter 7
Traditional Training Methods
Chapter 7
Traditional Techniques
Three Traditional Techniques:
1. Presentation Techniques2. Hands-On Techniques3. Group Building Techniques
Chapter 7
Traditional Techniques
Presentation Techniques:
Those means of training delivery in which trainees are the passive recipients of information, such as facts or information about processesor problem solving methods.
Includes Lecture & Audio-Visual Instruction
Chapter 7
Traditional Techniques
Hands-On Techniques:
Those that require the trainee to be activelyinvolved in the learning process.
Chapter 7
Traditional Techniques
Hands-On Techniques:
On the Job Training - -When new/inexperienced employees learn by watching and working with experienced emps.
Requires less time and moneyUtilizes expertise among peersCan be effective for cross-training
Social learning theory!!
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Traditional Techniques
Hands-On Techniques:
Self-Directed Learning - -Training is the responsibility of the trainee. Training is predetermined, but trainee learns at own pace, in own way.
Flexible learningRequires fewer training staffConstant access to materialsMulti-site training is more realistic
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Traditional Techniques
Hands-On Techniques:
Apprenticeship - -A work-study arrangement that combines on-the-job training with classroom study sponsored by the company or union. Must have 144 hours ofclass time and 2000 hours of OJT.
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Traditional Techniques
Hands-On Techniques:
Simulation - -Replication of real-life situations off site in a safe,risk-free environment.
Trainee learns and can make mistakes before being engaged in actual production.
Allows for observation & evaluation.
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Traditional Techniques
Hands-On Techniques:
Case Study - -Trainees analyze and critique a scenario that describes a company’s situation.
Develops higher-order intellectual skills needed by managers & professionals
Develops “risk taking’ skillsRequire trainee participation
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Traditional Techniques
Hands-On Techniques:
Business Games - -Trainee actively gathers info, analyze info, and make decisions to develop managerial skills.
Very participative methodMirrors actual managerial tasks.
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Traditional Techniques
Hands-On Techniques:
Role Plays - -Trainees act out characters and situations basedon information that they have been provided.
Diff in simulation: info is limited, focuses on “softskills” not technical skills, reqs mental and emotional interaction not procedural responses.
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Traditional Techniques
Hands-On Techniques:
Behavior Modeling - -Trainees are presented a model demonstratingkey behaviors for trainee to replicate via practice.
Key behavior - a set of behaviors needed to complete a task, usually general behaviors thatare useful across situations.
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Traditional Techniques
Group Building Techniques:
Those methods designed to improve work team or group effectiveness. They involve:
sharing ideas and experiencesbuilding group identity understanding interpersonal dynamics getting to know the strengths / weaknesses
of themselves and their teammates.
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Traditional Techniques
Group Building Techniques:
Adventure Learning - -Develops teamwork, leadership skills, self-awareness, problem solving and conflict mgt. through structured outdoor activities.
Takes place outside of business rulesStrong emotional experience (change)Invigorating, self-esteem builders
Chapter 7
Traditional Techniques
Group Building Techniques:
Team Training - - Coordinating the performance of employees who work interdependently to achieve common goals.
Strategies to meet Training objectives:Cross trainingCoordination trainingTeam leader training
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Traditional Techniques
Group Building Techniques:
Action Learning - -A group of employees are given an actual problem to solve using an action plan that they are held accountable to carry out.
Not common in US, but seems to be effectivebecause of realness.