methods of training and develop men

8/3/2019 Methods of Training and Develop Men

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It is a subsystem of an organization. Itensures that randomness is reduced and

learning or behavioural change takesplace in structured format.
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Traditional approach

Modern approach
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Traditional ApproachMost of theorganizations before never used to believe intraining. They were holding the traditional

view that managers are born and not made.There were also some views that training is avery costly affair and not worth.Organizations used to believe more in

executive pinching.
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Modern approach- Itis that IndianOrganizations have realized theimportance of corporate training.Training is now considered as more ofretention tool than a cost. The trainingsystem in Indian Industry has beenchanged to create a smarter workforceand yield the best results.
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hoo_site_admin/assets/images/shutterstock_10857070.175132931_std.jpg&imgrefurl=http://www.happylearningland.com/&usg=__Yx6YbxYGBhzOLZr3Q8YXi-e-9nw=&h=330&w=500&sz=189&hl=en&start=30&um=1&tbnid=85atdv1e56tFFM:&tbnh=86&tbnw=130&prev=/images%3Fq%3DSMALL%2BCHILD%2BTRAINING%2BAND%2BDEVELOPMENT%26start%3D21%26ndsp%3D21%26um%3D1%26hl%3Den%26lr%3D%26rlz%3D1G1GGLQ_ENIN307%26sa%3DN


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COGNITIVE METHODS

BEHAVIORAL METHODS
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COGNITIVE METHODS

Cognitive methods are more of givingtheoretical training to the trainees. The

various methods under Cognitive approachprovide the rules for how to do something,written or verbal information, demonstraterelationships among concepts, etc.

FOCUSES- changes in knowledge andattitude by learning.
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LECTURES

DEMONSTRATIONS

DISCUSSIONS

COMPUTER BASED TRAINING (CBT)
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This method is used to create understanding of atopic or to influence behaviour, attitudes throughlecture.

A lecture can be in printed or oral form.

Lecture is given to enhance the knowledge oflistener or to give him the theoretical aspect of atopic.

It is difficult to imagine training without lectureformat.

Lectures might or might not be interactive.


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This method is a visual display of howsomething works or how to do something.Example, trainer shows the trainees how to

perform or how to do the tasks of the job.

Helps the focusing their attention on criticalaspects of the task


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This method uses a lecturer to provide the learnerswith context that is supported, elaborated,explains, or expanded on through interactions bothamong the trainees and between the trainer and

the trainees.

Discussion method is a two-way flow ofcommunication

knowledge in the form of lecture is communicatedto trainees

Then understanding is conveyed back by traineesto trainer.


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Providing training to employees throughIntranet or Internet.

CBT does not require face-to-face interactionwith a human trainer.


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Behavioral methods are more of givingpractical training to the trainees

The various methods in this allows thetrainee to behavior in a real fashion

These methods are best used for skilldevelopment.


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Game is defined as spirited activity orexercise in which trainees compete witheach other according to the defined setof rules.

Simulation is creating computer versionsof real-life games.

It is about imitating or making judgmentor opining how events might occur in areal situation.


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These are based on the set of rules,procedures, plans, relationships, principlesderived from the research.

In business games, trainees are given someinformation that describes a particular

situation and are then asked to makedecisions that will best suit in the favour of thecompany.


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Role play is a simulation in which each participant isgiven a role to play.

Information is given to Trainees related to: description of the role

concerns

objectives

responsibilities

emotions, etc.


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Then, a general description of the situation,and the problem that each one of themfaces, is given. example,

1. Situation could be strike in factory,

2. Managing conflict between two parties

3. Scheduling vacation days, etc.


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In this technique, trainee is given some informationabout the role to be played such as, description,responsibilities, general context about the role.

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

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


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Taxi Drivers

Telephone Operators

Maintenance Workers

Product Development Engineers

Airline Pilots


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The trainee is given with some writtenmaterial, and the some complex

situations of a real or imaginaryorganization.


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The more future oriented method and moreconcerned with education of the employees.To become a better performer by educationimplies that management developmentactivities attempt to install sound reasoningprocesses.
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ON THE JOB DEVELOPMENT

OFF THE JOB DEVELOPMENT


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The development of a managers abilities can takeplace on the job. The four techniques for on-the jobdevelopment are:

COACHING

MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)
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Coaching is one of the training methods,which is considered as a corrective methodfor inadequate performance.

It is one-to-one interaction

It can be done on phone, meetings, throughmails, chat etc.


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Mentoring is an ongoing relationship thatis developed between a senior and

junior employee. Mentoring provides guidance and clear

understanding of how the organizationgoes to achieve its vision and mission to

the junior employee.


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This approach allows the manger tooperate in diverse roles and understand

the different issues that crop up.

It is the process of preparing employeesat a lower level to replace someone atthe next higher level.


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Job Instruction Technique (JIT) uses astrategy with focus on knowledge(factual and procedural), skills andattitudes development.


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There are many management developmenttechniques that an employee can take in off the

job. The few popular methods are:

SENSITIVITY TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES
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Sensitivity training is about makingpeople understand about themselvesand others reasonably, which is done by

developing in them social sensitivity andbehavioural flexibility.


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Transactional Analysis provides trainees witha realistic and useful method for Analysingand understanding the behavior of others.

In every social interaction, there is amotivation provided by one person and areaction to that motivation given by another

person. This motivation-reaction relationshipbetween two persons is a transaction.


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Lecture is given to enhance theknowledge of listener or to give him thetheoretical aspect of a topic.

Training is basically incomplete withoutlecture.


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methods of training and develop men

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