Training & Development - Traditional trainning methods
-
Upload
raja-manzar -
Category
Education
-
view
1.065 -
download
2
Transcript of Training & Development - Traditional trainning methods
1
Traditional TrainingMethods
2
† Raja Manzar
† Sajid Zafar† Farooq
Munir† Nazish
INTRODUCTION
3
4
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.
6
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.
8
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
9
% of Formal Training Hours delivered by each Method
Virtual Class room Instructor led class room
Online self study Other0
10
20
30
40
50
60
70
80
8%
67%
16%9%
A Teacher in the Eyes of a Student
10
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.
11
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
12
13
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
14
Interactive Methods• Quizzes. • Small group discussions. • Case studies. • Active summaries. • Q & A sessions. • Question cards. • Participant control. • Demonstrations. • Other activities.• Advantages• Disadvantages
15
16
You are Not allowed to Usethe Sprinkler System to Keep
your Audience Awake!
Lecture
17
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.
18
Instructor Led Training
19
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…)
20
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.
Instructor Led Training (contd…)
21
Lectures can be broken up with video
portions that explain sections of the training
topic or that present case studies for
discussion.
Video portion.
22
Instructor Led Training (contd…)
This method is one of the most popular lecture methods and can be combined with handouts and other interactive methods.
PowerPoint® presentation.
23
Instructor Led Training (contd…)
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.
24
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.
25
26
Interactive Methods Quizzes.
Small group discussions. knowledgeable
veteran employees pass their experience to
new ones.
27
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…)
28
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.
Interactive Methods (Contd…)
29
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.
Interactive Methods (Contd…)
30
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.
Interactive Methods (Contd…)
31
Other activities.
• Create a personal action plan.
• Raise arguments to issues in the
lecture.
• Paraphrase important or complex
points in the lecture.
Interactive Methods (Contd…)
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.
33
34
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
35
36
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.
37
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.
38
39
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.
Hands-On Training (contd….)
• Improve an employee’s performance.
• Focuses on the individual needs of an
employee.
• A manager, supervisor, or veteran
employee serves as the coach.
Coaching.
Hands-On Training (contd….)
• Practice skills.
• Evacuation/ emergency training
preparedness.
Drills.
43
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.
Hands-On Training (contd….)
44
Hands-On Training (contd….)
training method that represents a real-
life situation.
Teach production, process skills,
management, and interpersonal skills.
Simulation
45
Hands-On Training (contd….)
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.
46
47
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.
48
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.
Hands-On Training (contd….)
49
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.
50
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.
Hands-On Training (contd….)
51
Role Plays
Interpersonal Skills
Communication Skills
Conflict Resolution
Developing Insights
Gp Decision making
52
Hands-On Training (contd….)
• 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
53
Hands-On Training (contd….)
• 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.
54
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
55
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
58
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.
61
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
65
Virtual Reality
66
• 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
67
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
70
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.
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
76
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
77
78
PART 4 - Raja Manzar Group Building
Methods. • Experiential learning. • Team Training. • Cross training• Coordination training• Team leader training• Adventure Learning. • Action Learning.
79
Comparison of training methods by Chart
Choosing a Training Method.
Training system being used by TCS (TATA Motors, India).
80
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.
81
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
82
Concrete Experience (1)
Observation & reflection (2)
Forming Abstract
Concepts (3)
Testing in New
Situations (4)
83
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.
84
Group Building Methods (Contd…)
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.
85
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
86
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.
87
Team Training (Contd…)
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).
88
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.
Team Training (Contd…)
89
Group Building Methods (Contd…)
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.
90
Action
Learning
Comparisons of Training Methods
91
Choosing a Training Method
92
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.
93
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