methods of training and development(neeraj)

7/28/2019 Methods of Training and Development(Neeraj)

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It is a subsystem of an organization. It ensures that

randomness is reduced and learning or behavioural

change takes place in structured format.

TRAINING AND

DEVELOPMENT


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Traditional approach

Modern approach

Two approaches of T and D


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TRADITIONAL APPROACHOF

TRAINING AND DEVLOPMENT


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Modern

approach


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COGNITIVE METHODS

BEHAVIORAL METHODS

Methods of Training


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COGNITIVE METHODS

Cognitive methods are more of giving

theoretical training to the trainees. The variousmethods under Cognitive approach providethe rules for how to do something, written orverbal information, demonstrate relationshipsamong concepts, etc.

FOCUSES- changes in knowledge and attitudeby learning.

CONTD


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LECTURES

DEMONSTRATIONS

DISCUSSIONS

COMPUTER BASED TRAINING (CBT)

Methods that come underCognitive approach
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It is difficult to imagine training without lecture

format.

A lecture can be in printed or oral form.

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

LECTURES


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There are some variations in Lecturemethod.

The variation here means that some

forms of lectures are interactive whilesome are not.

CONTD..


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This method is a visual display of how

something works or how to do something.

Example, trainer shows the trainees how toperform or how to do the tasks of the job.

Helps the focusing their attention on critical

aspects of the task

Demonstration


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Discussion method

This method uses a lecturer to provide the learnerswith context that is supported, elaborated, explains,

or expanded on through interactions both among thetrainees and between the trainer and the trainees.

Discussion method is a two-way flow ofcommunication

knowledge in the form of lecture is communicated totrainees

Then understanding is conveyed back by trainees totrainer.


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Providing training to employees through

Intranet or Internet.

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

Cbt training


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BENEFITS OF CBT


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Behavioral methods are more of giving practical

training to the trainees

The various methods in this allows the trainee tobehavior in a real fashion

These methods are best used for skill development.

BEHAVIORAL

METHODS


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Methods that come under Behaviouralapproach


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Game is defined as spirited activity or exercise in

which trainees compete with each other according to

the defined set of rules. Simulation is creating computer versions of real-life

games.

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

GAMES AND

SIMULTATIONS


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These are based on the set of rules, procedures,

plans, relationships, principles derived from

the research.

In business games, trainees are given some

information that describes a particularsituation and are then asked to make decisionsthat will best suit in the favour of the company.

Business games


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Role play is a simulation in which each participant is given a

role to play.

Information is given to Trainees related to:

description of the role concerns objectives

responsibilities emotions, etc.

Role plays


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Then, a general description of the

situation, and the problem that eachone of them faces, is given.example,Situation could be strike in factory,

Managing conflict between two parties

Scheduling vacation days, etc.

Contd


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In this technique, trainee is given some information about

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

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

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

In basket techniques


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Taxi Drivers

Telephone Operators

Maintenance Workers

Product Development Engineers

Airline Pilots

Equipment simulators can beused in giving training to:


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The trainee is given with some written material, and

the some complex situations of a real or imaginary

organization.

CASE STUDY


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The more future oriented method and moreconcerned with education of the employees. Tobecome a better performer by education implies thatmanagement development activities attempt toinstall sound reasoning processes.

DEVELOPMENT

f
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ON THE JOB TRAINING

OFF THE JOB TRAINING

Two parts of

development


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The development of a managers abilities can take place

on the job. The four techniques for on-the jobdevelopment are:

COACHING

MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)

ON JOB TRAINING
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Coaching is one of the training methods, which

is considered as a corrective method for

inadequate performance.Coaching is the best training plan

It is one-to-one interaction

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

COACHING


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Mentoring is an ongoing relationship that is

developed between a senior and junior employee.

Mentoring provides guidance and clearunderstanding of how the organization goes toachieve its vision and mission to the junioremployee.

Mentoring


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This approach allows the manger to operate in

diverse roles and understand the different issues thatcrop up.

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

Job Rotation


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There are many management development techniques that an

employee can take in off the job. The few popular methods are:

SENSITIVITY TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES

OFF THE JOB TRAINING
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Sensitivity training is about making people

understand about themselves and others

reasonably, which is done by developing in themsocial sensitivity and behavioural flexibility.

Sensitivity Training


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In every social interaction, there is a motivationprovided by one person and a reaction to thatmotivation given by another person. Thismotivation-reaction relationship between twopersons is a transaction.

Transactional Analyze


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Lecture is given to enhance the knowledge of listener

or to give him the theoretical aspect of a topic.

Training is basically incomplete without lecture.

Lecture A Method of

Training


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SIMULATION

EXERCISEAn unreal situation given to the trainees for

performing a similar job perfectly in a real lifesituation.


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THANK YOUNIDHESH MOHAN

ASHISH SAJI VARKEY

NEERAJ VENU

APARNA PONNAPPAN

JOSHY RAJ

MANJU ANTONY

GREESHMA EDWIN

ADARSH R.S.

ADITHYU S.

OM PRAKASH

MIBIN TOMS MICHELE

NEETHU .K. BABU

methods of training and development(neeraj)

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