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Effective Training Methods in HR

This document discusses traditional training methods used in human resources, including presentation methods, hands-on methods, and group building methods. Presentation methods involve lectures and audiovisual techniques to transmit information to trainees. Hands-on methods require active involvement through on-the-job training, simulations, case studies, and role plays. Group building methods aim to improve team effectiveness using techniques like adventure learning, team training, and action learning that involve sharing experiences, building identity, and understanding dynamics. Choosing a training method requires identifying the desired learning outcome and considering how the method facilitates learning and transfer, related costs, and effectiveness.

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16 views18 pages

Effective Training Methods in HR

This document discusses traditional training methods used in human resources, including presentation methods, hands-on methods, and group building methods. Presentation methods involve lectures and audiovisual techniques to transmit information to trainees. Hands-on methods require active involvement through on-the-job training, simulations, case studies, and role plays. Group building methods aim to improve team effectiveness using techniques like adventure learning, team training, and action learning that involve sharing experiences, building identity, and understanding dynamics. Choosing a training method requires identifying the desired learning outcome and considering how the method facilitates learning and transfer, related costs, and effectiveness.

Uploaded by

manalishetye
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

HUMAN RESOURCES TRAINING AND

INDIVIDUAL DEVELOPMENT
TRADITIONAL TRAINING METHODS

Presentation Methods

Hands-on Methods

Group Building Methods


PRESENTATION METHODS
How is the information transmitted to the trainee with presentation methods?
What information is transmitted?
Two presentation methods:
 Lectures
 Audio-visual techniques
HANDS-ON METHODS
Hands-on methods refer to training methods
that require the trainee to be actively
involved in learning.
These methods include:
 On-the-job training
 Simulations
 Case studies
 Business games
 Role plays
 Behavior modeling
ON-THE-JOB
On-the-job TRAINING
training (OJT) refers to new or
inexperienced employees learning through
observing peers or managers performing the
job and trying to imitate their behavior.
OJT includes:
 Apprenticeships
 Self-directed learning programs
OJTtraining
Work-study PROGRAMS: APPRENTICESHIP
method with both on-the-job and
classroom training.
To qualify as a registered apprenticeship program
under state or federal regulations:
 145 hours of classroom instruction
 2500 hours (or one year) of OJT experience
Can be sponsored by companies or unions.
Most programs involve skilled trades.
SIMULATIONS
Represents a real-life situation.
Trainees’ decisions result in outcomes that mirror what would happen if on the job.
Used to teach:
 Production and process skills
 Management and interpersonal skills
CASE STUDIES
Description about how employees or an organization dealt with a difficult
situation.
Trainees are required to:
 Analyze and critique actions taken
 Indicate the appropriate actions
 Suggest what might have been done differently
ROLE PLAYS
Trainees act out characters assigned to them.
Information regarding the situation is provided
to the trainees.
Focus on interpersonal responses.
Outcomes depend on the emotional (and
subjective) reactions of the other trainees.
The more meaningful the exercise, the higher the
level of participant focus and intensity.
BEHAVIOR MODELING

Involves presenting trainees with a model who


demonstrates key behaviors to replicate.
Provides trainees opportunity to practice the key
behaviors.
Based on the principles of social learning theory.
More appropriate for learning skills and behaviors
than factual information.
Effective for teaching interpersonal and computer
skills.
GROUP BUILDING METHODS
Group building methods refer to training methods designed to improve team or
group effectiveness.
Training directed at improving individual trainees’ skills as well as team
effectiveness.
GROUP BUILDING METHODS
Involve trainees:
 Sharing ideas and experiences
 Building group identity
 Understanding interpersonal dynamics
 Learning their strengths and weaknesses and of their co-workers
GROUP BUILDING METHODS
Group techniques focus on helping teams increase their skills for effective
teamwork.
Group building methods include:
 Adventure learning
 Team training
 Action learning
GROUP BUILDING METHODS:
ADVENTURE LEARNING

Focuses on the development of teamwork and


leadership skills using structured outdoor
activities.
Also known as wilderness training and outdoor
training.
Best suited for developing skills related to group
effectiveness such as:
 Self-awareness
 Problem solving
 Conflict management
 Risk taking
GROUP BUILDING METHODS:
TEAM TRAINING
Involves coordinating 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.
GROUP BUILDING METHODS:
ACTION LEARNING

Involves giving teams or work groups:


 an actual problem,
 having them work on solving it,
 committing to an action plan, and
 holding them accountable for carrying out the plan.
CHOOSING A TRAINING METHOD
1. Identify the type of learning outcome that you
want training to influence.
2. Consider the extent to which the learning
method facilitates learning and transfer of
training.
3. Evaluate the costs related to development and
use of the method.
4. Consider the effectiveness of the training
method.
WEDNESDAY
Creative training and presentation techniques
Exam review sheet

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