Training program design

Once the training needs have been identified, the next step is to design the
program to implement it. Experts believe that the design of the training must
focus on, at least, four related aspects: 1) the instructional objectives of the
training, 2) disposition and motivation of the trainees, 3) principles of learning
y 4) characteristics of the instructors.

7.3a Development of instructional objectives

As a result of conducting the analyses of the organization, the tasks, and the people, the
managers will have a more comprehensive view of the training needs. Based on this
Information can formally establish the desired results of the training.
through the instructional objectives that describe the skills or knowledge that are
they will acquire and the attitudes that will change. The objectives must focus on performance. A
The type of instructional objective, the performance-centered objective, is very common because it lends itself
an impartial assessment of the results. Generally, these objectives include terms
precise actions, such as 'calculate', 'repair', 'adjust', 'build', 'gather', and 'classify'. For example, the
The established objective for a training program could be that 'the trained employees
in team methods be able to perform the different positions of their colleagues in
a period of six months.

7.3b Assessment of the disposition and motivation of the

trainees

Two prerequisites for learning affect the success of those who will receive training:
disposition and motivation. The disposition of the trainees indicates whether their experience and knowledge
it has made them receptive to the information they will receive. Do they have the knowledge and the
previous skills needed to learn what is presented to them?

It is often desirable to group people based on their ability to learn, according to

the determined by the scores of the tests or other information from the evaluations and
provide an alternate type of instruction for those in need. The receptivity and the
participants' willingness in training programs can increase if they are
asks them to complete questionnaires about the reasons why they participate in the training and
what they hope to achieve.

Most employees are motivated by training opportunities that allow them to

develop their skills and advance in their careers. However, at certain times they differ
of each other in terms of the relative importance of their needs at a given time.
For example, recent university graduates often feel a strong desire to progress, and they
they have proposed specific goals for their professional career. This attitude may be less
common among employees approaching retirement. Allow employees to receive
training in the areas they want to pursue instead of limiting themselves to the assignment of certain
Training activities can also be very motivating. So you can gather some.́
employees to train others with the information they will receive. Who in an organization does not
Do you want to be called for your experience?

7.3c Incorporation of learning principles

What makes some types of training more effective than others? Training has
to build a bridge between employees and the organization. An important step in this
transition is to consider the psychological principles of learning, that is, the characteristics of the
training programs that allow employees to understand the new material, link it
with their personal life and apply it again in the position. When all these aspects are considered,
training programs are more likely to be effective if they incorporate the
learning principles shown in figure 7.3.

Goal setting

When trainers take the time to explain the goals and objectives to the participants
participants (or when they are encouraged to establish them themselves), it is likely that they
increase the level of interest, understanding, and effort in training. In some cases,
setting goals can only take the form of a 'roadmap' for the course or program, of its
objectives and their learning points.10

Importance of the presentation

Very simple: participants learn new information (from the training) better if they associate it.
with something that is familiar to them. This is the reason why trainers often

use very descriptive examples so that the trainees can relate to them. The examples will
They give meaning to the material. Furthermore, the material must be assigned in such a way that each
experience is based on the previous one. In this way, participants can integrate the
experiences in a useful pattern of knowledge and skills.
Modeling

The old saying 'a picture is worth a thousand words' applies to training. Just like the ́
Examples increase the meaning of the target material or of the new knowledge in the
In the training environment, modeling increases the importance of behavioral training.
In other words, people learn by imitating others. For example, to learn to ride a horse
horse, it is much easier to see someone how to do it and then try it, than to read it in a book
or to listen to a lecture and hope to do well.

Modeling can take many forms. Real-life or video demonstrations, supports.

Visuals, photographs, or drawings communicate the message. In some cases, even modeling the
incorrect behavior can be useful if it shows what should not be done and then clarifies the
appropriate behavior.

Individual differences in learning

People learn at different paces and in different ways. Visual learners

they absorb information better through images, diagrams, and demonstrations, while
verbal learners do it through spoken or written words. Similarly,
some fail terribly in large conferences, but then excel in small ones
analysis sessions.

The trainers can help adapt to the different learning styles of various
ways. The key is to avoid delivering the material in one direction. Thus, for example,́ in
place to deliver a monologue, trainers must incorporate variety into their
presentations. Visual aids should be used, and the participation of the trainees should be encouraged.
through their inclusion in the demonstrations, and asking them questions about their own
Experiences. Practical activities and dividing large groups into smaller groups to
specific activities can also help trainers adapt to different
learning styles.12

Active practice and repetition

The things we do daily become part of our skill repertoire.

trainees should have the opportunity to frequently practice the tasks of the position in the manner
what is expected to be done at the end. The person who wants to learn how to operate a machine.
You must have the opportunity to practice with her. The manager who is learning to train must...
to offer supervised training internships.

In some cases, the value of practice is what makes behaviors turn into a
second nature. For example, when learning to drive a car, there is a lot of concentration on
the mechanic: "Where are my hands and feet? Am I going too fast?" With practice, one begins to
think less about the mechanical and more about the road, the weather, and the traffic. Other forms of learning
they are not different: with practice, the trainee may forget the different behaviors and
focus on the subtleties of the way to do it.
Frequently, programmed instruction, also known as self-paced learning, is used
to segment learning into sequences that employees can learn at their own pace.
After presenting small segments of information, the participants must respond.
a written question or choosing an option on the computer. If the answer is correct,
the following step is presented to the trainee (or the next screen). If the answer is incorrect,
an additional explanation is provided and the participant is asked to try again.

Another factor that determines the effectiveness of training is the amount of time dedicated to it.
practice in a session. Should participants be granted training in five periods of
two hours or in ten periods of one hour? It has been discovered that in most cases spacing
training results in faster learning and greater retention. This is the
principle of distributed learning.

A person's progress in training, measured in terms of the mistakes they make or the
The correct answers obtained can be plotted on a learning curve like the one shown in the figure.
7.4. In many learning situations, there are occasions when progress is not made.
periods are shown on the curve as a nearly horizontal line known as a plateau. The
Plateaus can occur due to a lack of motivation or because the person becomes demotivated when not
He performed the new task as expected. It is a natural phenomenon and, generally, the
participants later experience a spontaneous recovery, as illustrated in the figure
7.4.

Feedback and reinforcement

Can learning occur without feedback? Part of it comes from self-monitoring.

same, while another comes from trainers, peers, and other people. The
Feedback helps people discern what they are doing and what they are not doing.
Good. Remember when I learned for the first time to throw a baseball, to ride a
bicycle or to swim. Someone, perhaps one of his parents, told him that he was doing well and that he should make corrections.
As he did so, he improved. Over the years, organizations have used the
behavior modification, a technique based on the principle that behavior that
reward (or is positively reinforced) will show up more frequently in the future,
while the behavior that is punished or not rewarded decreases its frequency.
example, in safety training

behavior modification

Technique based on the principle that behavior that is rewarded or reinforced in some way
Positive will show itself more frequently in the future, while the behavior that is
punish what is not rewarded by decreasing its frequency
as part of it, managers can use rewards that are relatively simple to encourage and
maintain the desired behavior. Companies like Monsanto, Target, and Bowater (the manufacturer)
the largest newspaper in the United States), they have discovered that only is needed
words of encouragement and feedback to strengthen employees' behaviors. No
However, more formal rewards, such as prizes and ceremonies, also prove to be useful.
to reinforce desired behaviors.

The stimulus is more effective when it is administered immediately after it capacitates.

successfully completed a specific task. For this reason, some employers reward han
established immediate reward programs where they are granted 'in a way

immediate

Programs that immediately reward the employee when they do something especially well during the
training or on the job

immediate rewards for employees when they do something especially well during the day
pacification or at work. The prizes can consist of cash, gift cards,
free time, or any other thing of value for employees.

Characteristics of the instructors

To a large extent, the success of any training effort depends on the skills of
leadership and the personal characteristics of those responsible for directing it. What distinguishes the
excellent ones from mediocre trainers? Often an effective trainer is one who invests a
a little more effort or shows greater preparation. However, in the training also
the personal style of the trainer and their characteristics, such as knowledge of the subject, influences
enthusiasm and sincerity, interest in the participants, sense of humor, ability to
communicate clearly and be willing to provide individual guidance to trainees. The
organizations should reward managers who are excellent trainers, because
can have a huge impact on the workforce. Too often, managers do not
they receive rewards for their contributions to important aspects of management
human resources.

Phase 3. Implementation of the training program and methods to deliver it

Have you ever participated in a training session that was nothing great and thought, 'There must be some...
"What is the best way to work with this material?" Perhaps this thought was due to not being...
implement the correct method. The training methods are where 'the tire bites the'
path" to implement a training program. When choosing between several methods, the
The main goal is to establish which ones are suitable for the KSAO that need to be learned. To organize
The analysis of training methods is placed on the learning continuum that is
It shows in figure 7.5, from a very reactive and passive learning extreme to another of
very active learning. For example, if the material is mainly based on facts, the methods that
Conferences, classroom sessions, or online instruction can work better. Without
embargo, if the training involves a broad component of skills or behaviors, they would function
better other more practical methods, such as on-the-job training or simulation or the
special work assignments. In other words, the method must align with the objective of
learning that is attempted to be achieved.

Remember that various methods can be applied both to train managers and for positions.
non-managerial, while some are used more for one of the two groups. In addition, with
Frequency multiple methods are used together for different types of learners. The use of
Multiple methods are known as blended learning. Figure 7.6 shows that instruction
traditional in the classroom through presentations is the preferred training method for the
employees, while blended learning, which we will analyze later, is the second
method that is most used.
Training in the position

The most commonly used informal method for training employees is on-the-job training.
On-the-job training (OJT). In fact, some estimates suggest that between 80 and 90% of the
employees learn through this way. OJT has the advantage of providing practical experience in
usual working conditions and the opportunity for the trainer, a manager or an employee
with great experience, establish good relationships with new employees, so there is
who consider that OJT can be the most effective means to facilitate learning in the center
the workplace.14

Although it is used in all types of organizations, OJT is often one of the methods of
training poorly implemented, due to its informal nature. To overcome this problem, the
Training experts recommend that companies set goals and measures to ensure that the
employees have not forgotten what they learned.

Figure 7.7 shows the basic steps of an OJT program. For example, the line area
KLM uses on-the-job training to train its cabin attendants. The company started
a program that places cabin assistant trainees in the classroom for a period
determined and then provides them with additional training during an evaluation flight. In these
flights, the expert cabin attendants provide trainees with on-the-job training
based on a list of tasks identified for this. Some tasks, such as serving food and
snacks are provided during the actual service to the passengers. Others are presented to the trainees.
out of sight of the passengers, among the food services.

Practical learning training is an extension of OJT. With this method, individuals

that enter the industry, particularly in qualified positions such as machinist, technician of
laboratory and electrician, receive instruction and gain experience in theoretical aspects and
work practices, both inside and outside of it. For example, Bonneville Power Administration
GP Strategies Corporation developed a practical learning program for operators of
substation, with the aim of providing employees with a solid technical foundation of the principles of the
electricity, as well as operational capacity to handle the equipment within the substation. The
the program was also designed to help future electrical operators solve
emergencies.17

Generally, a beginner is paid 50% of the salary of an expert worker, but this
income increases at regular intervals as you acquire more skills

to carry out the work. When the beginner successfully completes the practical learning, they
convert it into official certification and obtain full remuneration.

Practical learning programs emerged in Europe centuries ago as part of its system.
of guilds, and they are widely used today. Germany alone has more than 350 types
of accredited hands-on learning programs. Generally, university students
They also become learners, as they divide their time between studying and practicing in the
work experience.19 Usually, programs involve cooperation between the
organizations and their unions, between industry and government, or between organizations and the
local school systems.

Currently, in the United States, tens of thousands of organizations have registered their
programs in the U.S. Department of Labor’s Office of Apprenticeships and state agencies.
There are practical learning programs in a wide range of industries such as construction,
manufacturing, telecommunications, art, and health.

training on the job

Method by which employees gain practical experience with instructions from their supervisor
or another trainer

practical learning training

Training system in which a worker entering a qualified position receives

instruction and gain experience in the theoretical and practical aspects of the position, both within
as it were
Special assignments

The special work assignments analyzed in chapter 5 involve the assignment of

apprentices who may or may not be in managerial training, in various positions in different areas of
the company and often in different regions or countries. In some cases, they are prepared by
other managers in alternate assignments to perform important functions in the position. The
Job rotation and lateral transfers also provide a lot of practical experience. The
special projects and the minor councils provide trainees with the opportunity to
study the challenges the organization faces, make decisions about them, analyze which
they are the aspects of the projects that turned out correct or incorrect, and to plan and work on
new initiatives.

Cooperative training, internships, and government training

Similar to learning practices, cooperative training programs

they combine practical experience in the position with formal classes. For example, a student
can work with remuneration in an organization for a semester and the
next study. Numerous organizations, including Fannie Mae, General Motors, Burger King,
Champion International, Cray Inc., and the insurance company UNUM have invested millions in
declares in educational cooperative training programs in conjunction with public schools.

The internship programs, which are analyzed in chapter 5, are jointly sponsored.
by academies, universities, and various organizations. The programs offer students the
opportunity to gain real experience while discovering how they develop in the
organizations, which benefit, as they have at their disposal student-employees with
new ideas, energy, and impatience to complete their assignments. Numerous universities and
technical schools allow students to earn university credits based on their
performance in the position and in their compliance with the program requirements.

cooperative training

Training program that combines practical on-the-job experience with formal classes

The federal government of the United States and several state governments have begun to work together
with private employers, to sponsor multiple training programs for employees
new and current through One Stop career centers (sometimes referred to as centers of
"Work Service" or "Workforce Development." One Stop centers were inspired by a
successful Minnesota program to help workers find employment and to the
employers to find qualified workers, as well as providing training and others
services, all under one roof (hence the name One Stop). 3M, Northwest Airlines,
Honeywell and General Mills are just some of the companies participating in this program.

Sometimes it is neither practical nor wise to train employees with the actual equipment used in the
work. An obvious example is training to operate an airplane, a space vehicle, or other equipment.
very technical and expensive. The simulation method emphasizes the realism of the equipment and in its
operation with a minimum cost and maximum security.

Southwest Airlines cuenta con diez simuladores de vuelo de pleno movimiento Boeing 737 en un
training center attached to its headquarters at Love Field, Dallas. During each of
the four-hour training sessions in the simulator, the crew of an airplane
faces more abnormal flight situations than they will experience in their entire lives. The Federal Aviation
Administration developed a sophisticated simulator to accelerate training of the
air traffic controllers, a process that took up to five years. In the simulator it is possible to
adjust variables such as wind speed, rain, and the number of planes to guide for testing
capabilities of the participants. Human patient simulators are used in the
medical training.21

The distinction between the simulated cabins of Southwest Airlines that transport the crews and
the computer simulations have been deleted. To train its forklift operators,
The aluminum-producing company Alcoa uses a computer simulation called Safedock.
In the simulation, the learners perform common tasks, such as moving bundles from the
extreme of one loading area to the other. If a trainee makes a false move, he or she sees
instantly the consequences: the elevator can come off its base or crash into another.
This type of technology makes it easier to provide training in new and different ways.

Simulations can also be used to help employees and managers make

tactical decisions. The Federal Emergency Management Agency uses simulations to help
the managers to respond better to crises. In a computer simulation, a toxic cloud
affects a city and managers must respond dynamically to the various problems that
They are generated. Marriott International uses software called Business Acumen to train
non-owner executives in the finer points of hotel operation. The program simulates
different operating scenarios of the hotel, for example, budgetary decisions.

However, simulations do not always require a computer. Motorola developed a

managerial simulation in the field of non-information technology called 'Equal Employment Opportunity: It’s Your Job' for
teach the basic principles of equal employment opportunity. Participants will
they involve in the competitive spirit of the game and at the same time know and remember the
government regulations. They also raise awareness of how their decisions
Daily activities affect the compliance of these norms by their employer.

E-learning: Learning that takes place through an electronic medium

The training methods that have been analyzed are becoming what the training
Today's speakers call it e-learning. E-learning encompasses a wide variety of applications, such as
network and computer-based training (web and computer-based training, CBT), and social skills.
Includes the delivery of content via the internet, intranets and extranets, mobile devices,
DVD, CD-ROM, MP3 players, and even 'virtual classrooms' that are found in the
Second Life gaming platform.

It is becoming increasingly common for e-learning to involve the use of a management system.
learning management system (LMS) that combines the company's e-learning with
employee evaluation instruments and other training functions in a tool
electronics that software developers design tailored to their clients. Through the
software, managers can assess employee skills, enroll them in courses,
deliver interactive learning modules directly on their desktops, when it
need or want, to assess and track their progress, and determine when they are
ready to be promoted.

However, purchasing a learning management system does not free the staff from
human resources and the managers of a company to carry out a thorough evaluation of
the needs, especially because the systems are expensive. After conducting an analysis
exhaustive of the needs, managers have to research the vendors, and then
request demonstrations, receive proposals and, ultimately, choose the type of systems that
works better.

E-learning transforms the learning process in several ways. First, as has already been said,
allows the company to take the training to the employees instead of them going to it, the
which is generally more efficient and cost-effective. The nuclear power plant industry is a
For example, training at a nuclear power plant is frequent and time-consuming.
It may take workers an hour or more to remove their protective gear and head to a
different place to receive training. A nuclear energy company that opted for e-learning
He informed that he had saved almost a million dollars and 10,000 hours of work in just one.
a o.

E-learning also allows companies to offer individual training segments so that

employees use them at the time and place they need them. This type of training,
known as just-in-time training, helps alleviate the boredom that staff
experience during the courses and increase the likelihood that employees retain the
information if they use it at the moment. Microsoft experts have created hundreds of products
short audio and video podcasts so that the company's sales professionals can
download them on their mobile devices as needed. The training courses
longs kept people away from making sales, and with the continuous launch of so many
Products it was difficult for them to keep up if they had to take frequent sessions of
learning. Furthermore, employees did not remember the training if they could not use it.
immediate.

Communities of practice are a type of basic training that allows people

share knowledge and collaborate with each other through social media tools. Blogs
and wikis, sites where people can upload information (as is done on Wikipedia), are
examples of the tools that are used to facilitate learning through the method of
the communities of practice. The United States Navy has a communities site of
practice. When the soldiers had problems with a grenade launchers, a unit commander
I registered a question on the site. Shortly after, someone who had experienced a problem
similar public a simple solution. The Cheesecake Factory, a restaurant chain, trains
to employees making them upload and share video clips on related topics
the work, including how to prepare certain foods and provide good customer service. The
Accenture consulting firm has a practice community site that allows for
employees vote for the best answers.27

E-learning systems do not have to be excessively expensive. Many of them use

applications like PowerPoint, Word, and Adobe Acrobat along with audio and video files that
They can be easily uploaded and viewed or listened to online on a computer or device.
mobility. Finally, massive open online courses (MOOCs)

Courses, MOOC) can further reduce training costs. A MOOC is an online course
that anyone can take. These courses allow people to learn at their own pace and
automatically obtain a rating and feedback on your performance.

Although they are mainly used in the academic field, MOOCs are likely to transform the
the way companies train their employees, from identifying new recruits to
help their current employees master the competencies required for a position.
Tenaris, the global steel manufacturer, adopted a MOOC platform to implement programs for
training for its tens of thousands of employees around the world. The recruitment company
Aquent created a MOOC to help its clients find web content developers with
experience in HTML. Thousands of people enrolled in Aquent's HTML course and a couple of
hundreds continued their process to obtain a job.

Like other types of online learning, the lack of personal contact can be a problem.
for some participants. Some MOOCs allow students to hold discussions
virtual with other people, while others allow instructors to record comments
in audio or video about what happens each week in the course.

Modeling of behavior

Behavior modeling is a technique that combines several training methods and,

consequently, multiple learning principles. Behavior modeling consists of
four basic components:

1. Learning points. For example, learning points can describe the steps
recommended for managers to provide feedback to employees.

2. Modeling. Participants watch videos in which an exemplary manager is seen dealing

with an employee in order to improve their performance. The model specifically shows
how to address the situation and makes a demonstration of the learning points.

3. Practice. Next, the trainees practice the behaviors demonstrated by the

models.

4. Feedback and reinforcement. The trainer and other trainees provide social reinforcement.
For example, praise, approval, encouragement, and attention. Also digitally record the sessions.
it can be very instructive.

Based on several studies, it seems that behavior modeling works. Training

military is a classic example of how well behavioral modeling works. The sergeants of
training models the expected behavior of new recruits, who in turn, to
imitate it, they develop discipline and confidence.

learning management system (LMS)

Online system that offers various opportunities for evaluation, communication, teaching and
learning

just-in-time training

Training provided to trainees when and where they need it to do their job.
generally through computer or internet
behavior modeling

Approach that demonstrates the desired behavior and gives trainees the opportunity to
Practice, do a role play of that behavior and receive feedback.

Role-playing

Role playing involves portraying the role of others, often that of a

a supervisor and a subordinate, who are involved in a particular problem. This tool does not
Only the managers use it, but also the sales representatives to understand the
needs for goods and services of customers. It is widely used in training of
health professionals, in order to develop empathy and be sensitive to the
patient concerns. At Virgin America, through role-playing exercises the
new employees learn how to handle irate or unruly passengers.

Planned and executed correctly, role-playing can provide realism and perspective to
the dilemmas and experiences that could not have been shared in any other way.

Software has also been developed that simulates role-playing. The Virtual Leader, a product
SimuLearn is one of those programs: the training managers interact with the
animated "employees," some of whom cooperate more than others. They then provide them
feedback on the level of correction with which they applied their managerial skills in each
situation.

Coaching

Coaching consists of a continuous flow of instructions, feedback, and suggestions from the manager to
subordinate. In comparison, a mentor is generally not a direct superior of the employee.
In reality, coaching is more than just a flow of instructions. It is a flow of encouragement and support.
aimed at helping people not only perform their jobs correctly and excel
forward, if not also so that they become leaders.

Part of coaching involves a conversation with the employee about what their goals are and what
it excites them to achieve them, even when it means a good employee will leave
your department will have to be replaced by a new one and start the process all over again. A
Once the manager understands the employee's goals, they can design ways to help them improve.
his skills assigning him new leadership responsibilities, asking him to train or to
A mentor for another employee or to lead a project and then provide feedback.
about their performance.

One way to provide coaching to employees in training as managers is to allow them

participate in management meetings. This activity can help them become familiar with the
problems and events that occur outside their immediate areas and how they should be handled when
they are exposed to the ideas and ways of thinking of other managers. However, it is important that the
coaching should be provided to all employees and not only to those being trained as managers. Both the
Executives, like employees at other levels, claim that without coaching they couldn't have done it.
what they have achieved for their organization.

A particular useful method, used in classroom learning situations, is the study or

case analysis. The FBI uses its Integrated Case Scenario method as part of a
16-week program to train new agents. Through examples.
documented, participants learn to analyze (separate) and synthesize (combine) the facts to
become aware of the many variables on which managerial decisions are based and,
general, to improve their decision-making skills.32

Figure 7.8 provides a series of guidelines for conducting case studies.

Seminars and conferences

Seminars and conferences, like classroom instruction, are useful for gathering groups of
people who need training and development. During managerial development, seminars and
conferences can be used to communicate ideas, policies or procedures, but also
to raise topics for debate or analyze problems that have no answer or solution
predetermined, usually with the help of a qualified leader. In this regard, it is common to resort to
seminars and conferences when the goal is attitude change.

Often, seminars and external conferences are held in collaboration with universities.
and consulting firms. Partnerships and third-party organizations, such as the American Management
The Association, the Conference Board, and the Center for Creative Leadership also offer many types
different management seminars. Caterpillar, the famous construction equipment manufacturer
and mining, is a company that, together with an external consulting firm, developed a
Training program to prepare new managers to have enough of them
para manejar de forma efectiva la em- presa en el a o 2020. Caterpillar comenz con una serie de
high-level meetings and strategy sessions. As a result of those meetings, eleven were identified
Characteristics that the company intends to instill in its managers and leaders.

Blended learning

Blended learning is a method that combines presentations with other methods of

computer or online instruction and the use of audiovisual materials, such as presentations
with slides. Video recordings can be used to exemplify the steps of a
procedure such as the assembly of an electronic device or the way to work with a
problematic employee. To train the apprentices of a flight crew, airlines
they reproduce the actual audio of the planes that have suffered accidents. After listening to the
recordings, the participants must analyze the behavior of the crew during the crisis.
Recorded sessions of the trainees themselves can also be used. The tennis trainers and
Golf instructors often record their students so they can appreciate their mistakes.

Often, a self-paced learning component can also be included.

analyze the following) as part of blended learning. Blended learning is
effective because different people learn better in different ways, in addition to that
breaks the monotony of presentations. Figure 7.6 shows that blended learning is the
second method most used to train employees.

blended learning

Use of multiple training methods to achieve optimal learning for the trainees
(trainees

Classroom instruction (presentations)

Lastly, but no less important, is classroom instruction. One might wonder why
Companies are bothered about using classroom training these days. Some of the
The advantages of instruction in the classroom are linked to motivation and attendance. Have you ever
Have you taken a self-directed course that lacked a classroom? If so, you may have had difficulties.
to complete it. As a teacher said, 'When it comes to learning, just arriving in class.'
It's half the battle. Furthermore, if a trainee experiences problems, in general, a
The instructor is present in the best position to help you.
This method does not need to be carried out in a classroom itself. Electronic Data Systems uses the
videoconferences to train their employees anywhere in the world where they are
find them instead of making them travel to a specific place. The company carried out a program
on 'coaching skills for leaders' that was delivered via videoconference to 1,500 managers
41 countries.