Methods of Training

 COGNITIVE METHODS

 BEHAVIORAL METHODS
 COGNITIVE METHODS

Cognitive methods are more of giving theoretical

training to the trainees. The various methods
under Cognitive approach provide the rules for
how to do something, written or verbal information,
demonstrate relationships among concepts, etc.

FOCUSES- changes in knowledge and attitude

by learning.
 The various methods that come under
Cognitive approach are:
 LECTURES
 DEMONSTRATIONS
 DISCUSSIONS
 COMPUTER BASED TRAINING (CBT)
 INTELLEGENT TUTORIAL SYSTEM(ITS)
 PROGRAMMED INSTRUCTION (PI)
 VIRTUAL REALITY
BEHAVIORAL METHODS
 Behavioral methods are more of giving
practical training to the trainees

 The various methods in this allows the

trainee to behavior in a real fashion

 These methods are best used for skill

development.
 The various methods that come under
Behavioral approach are:
 GAMES AND SIMULATIONS
 BEHAVIOR-MODELING
 BUSINESS GAMES
 CASE STUDIES
 EQUIPMENT STIMULATORS
 IN-BASKET TECHNIQUE
 ROLE PLAYS
 Trainings in an organization can be divided to two
broad types. They are on-the-job trainings and off-the-
job trainings.
 These on-the-job trainings are given to the employees
while they are conducting their regular works at the
same places. In this way they do not lose time while
they are training or learning. a plan is developed for
what should be taught, employees should be informed
about the details.
 On-the-job training techniques include orientations, job
instruction training, apprenticeships, internships,
assistantships, job rotation and coaching, Mentoring ,job
rotation, job instruction technique (JIT)

 Off-the-job techniques include lectures, special
study, audio visual conferences or
discussions, case studies, role playing,
simulation and Simulation exercises,
programmed instructions, and laboratory
training, TA, sensitivity training. Most of these
techniques are too costly.
 Methods of trainings can be basically divided
to four types, namely,
a. the telling method
b. the showing method
c. the role playing method
d. the discussion technique
 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 Programs: Apprenticeship
 Work-study training method with both on-the-job and
classroom training.
 Can be sponsored by companies or unions.
 Most programs involve skilled trades. Apprenticeship is
a system of training a new generation of practitioners of
a skill. this training is done while working for an
employer who helps the apprentices learn their trade, in
exchange for their continuing labor for an agreed period
after they become skilled. Theoretical education may
also be involved
 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

CASE STUDY
 The trainee is given with some written
material, and the some complex situations
of a real or imaginary organization.
 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.
Role plays
 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.
Contd…
 Then, a general description of the
situation, and the problem that each one
of them faces, is [Link],
 Situation could be strike in factory,
 Managing conflict between two parties
 Scheduling vacation days, etc.
In basket techniques
 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 up

the in-basket and asked to respond to materials within a
particular time period.

 After all the trainees complete in-basket, a discussion with

the trainer takes place.
 Method of acquainting new or promoted
employees with the complexities of their jobs
by presenting them with a range of problems
they might find in their 'in basket' when they
take up the job.
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.
 DEVELOPMENT PROGRAMS
 Decision making: In basket
Business games
Case studies
 Interpersonal: TA
Role play
Sensitivity
 Organizational: Position rotation
Multiple mgmt
Methods that come under Cognitive approach

 LECTURES

 DEMONSTRATIONS

 DISCUSSIONS

 COMPUTER BASED TRAINING (CBT)

LECTURES
 This method is used to create understanding of a topic
or to influence behavior, attitudes through lecture.

 A lecture can be in printed or oral form.

 Lecture is given to enhance the knowledge of listener or

to give him the theoretical aspect of a topic.
CONTD……..
 It is difficult to imagine training without
lecture format.

 There are some variations in Lecture

method.

 The variation here means that some

forms of lectures are interactive while
some are not.
Lecture – A Method of Training
 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.
Demonstration
 This method is a visual display of how something
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 critical

aspects of the task
Discussion method
 This method uses a lecturer to provide the learners with
context that is supported, elaborated, explains, or
expanded on through interactions both among the
trainees and between the trainer and the trainees.

Discussion method is a two-way flow of communication

 knowledge in the form of lecture is communicated to
trainees
 Then understanding is conveyed back by trainees to
trainer.
Cbt training
 Providing training to employees through Intranet
or Internet.

 CBT does not require face-to-face interaction with

a human trainer.
BENEFITS OF CBT
Methods that come under Behavioural approach
GAMES AND SIMULTATIONS
 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
opining how events might occur in a real
situation.
Business games
 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 particular situation
and are then asked to make decisions that will
best suit in the favour of the company.
ON JOB TRAINING
 The development of a manager’s abilities can take place on
the job. The four techniques for on-the job development are:

COACHING

MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)

COACHING

 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, through
mails, chat etc.
Mentoring

 Mentoring is an ongoing relationship that is

developed between a senior and junior
employee.
 Mentoring provides guidance and clear
understanding of how the organization goes
to achieve its vision and mission to the
junior employee.
Job Rotation
 This approach allows the manger to
operate in diverse roles and understand the
different issues that crop up.

 It is the process of preparing employees at

a lower level to replace someone at the
next higher level.
Job Instruction Technique(JIT)
 Job Instruction Technique (JIT) uses a
strategy with focus on knowledge (factual
and procedural), skills and attitudes
development.
OFF THE JOB TRAINING –

 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
Sensitivity Training
 Sensitivity training is about making
people understand about themselves
and others reasonably, which is done by
developing in them social sensitivity
and behavioural flexibility.
Transactional Analysis

 Transactional Analysis provides trainees with a

realistic and useful method for Analysing and
understanding the behavior of others.
 In every social interaction, there is a motivation
provided by one person and a reaction to that
motivation given by another person. This
motivation-reaction relationship between two
persons is a transaction.
 Vestibule training
 A procedure used in operator training in which the
training location is separate from the main
productive areas of the plant; includes student
class, lecture rooms, and in many instances the
same type of equipment that the trainee will use in
the work station. Vestibule training is a type of
instruction using a vestibule, a small area away
from the actual worksite, consisting of training
equipment exactly duplicating the materials and
equipment used on the job
 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
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