MODERN METHODS of training

Nikita Figueirado 21
Patricia D’souza 23
Rashmi Shetty 24
Noel D’souza 22

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 Flow of the presentation
Introduction
Computer based training
Competency based training
Experimental method
Experiential method
Outbound training
Training with magic

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 TRAINING AND DEVELOPMENT
It is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioural
change takes place in structured format.

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 TWO APPROACHES OF T&D
Traditional approach
Modern approach

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 COMPUTER BASED TRAINING

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Intelligent Tutorial system
This system uses artificial
intelligence to assist in
training or tutoring the
participants.

This system also learns

through trainee responses.

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FEATURES OF INTELLIGENT TUTORIAL SYSTEM
 It selects the appropriate level of instructions for the
participants

 It guides the trainees

 It is a text-based system

 It evaluates the training program

 It helps to improve the methodology for teaching

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 Example
 There are 3 students A,B,C. The Intelligent Tutorial

System determines the problem with the three students,

diagnose them, and provide them a different type of
instruction to each student keeping the errors they make in
mind.

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 VIRTUAL REALITY
It is a training method that puts
the participant in 3-D
environment
The 3-D environment
stimulates situations that are
experienced in the job
Then the participant interacts
with the 3-Dimages to
accomplish the training
objective

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 FEATURES OF VIRTUAL
REALITY
It is expensive
It is time-consuming
It is flexible in nature
It requires excellent infrastructure.

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 PROGRAMMED INSTRUCTION
It is a graded sequence of controlled steps. Students
work through the programmed material by themselves
at their own speed and after each step it shows the
correct answer or given additional information.

Computer-assisted instruction, which tests students'

abilities and marks their progress

It also comes in printed forms , tapes ,interactive

videos

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FEATURES OF PROGRAMMED
INSTRUCTION
It provides immediate feedback to
trainee response
It frequently reviews the content
It allows the trainee to move through
the content at their own speed or
capability

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 COMPETENCY BASED
TRAINING
Purpose:

1. To develop competent workforce.

2. Consistently perform activities as per the expected
standards

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 COMPETENCY BASED
TRAINING
Basis of training is explicit.
Standards of performance are measurable.
Reflect the actual expectations of performance in a work
role.

Key features:
1. Competencies to be demonstrated are derived from the
job function/roles of different categories of employees.
2. The methodology for assessing the performance is based
upon achieving specified competencies and is made
public in advance.
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 MODEL FOR COMPETENCY BASED
TRAINING
Identification of Preparation of
Competency Modules for
Requirements Instruction

Programme
Implementation Evaluation

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 EXPERIENTIAL METHOD

Sensitivity trainings

Transactional analysis

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 SENSITIVITY TRAININGS
The main purpose of sensitivity training is the

development of awareness and sensitivity to

behavioral patterns of one self and others.
Role of trainee is not structured.

Laboratory situation, where one gets a chance to know

more about oneself and the impact of his behavior on

others.

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 Results
1. Increased openness with others

2. Greater concern for others

3. Increased tolerance for individual differences

4. Less ethnic prejudice

5. Understanding of group processes

6. Enhanced listening skills

7. Increase trust and support

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 TRANSACTIONAL
ANALYSIS
Transactional Analysis provides trainees with a realistic and useful

method for Analysing and understanding the behaviour 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.

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 OUT BOUND PROGRAMME
Outbound Training (OBT) is a new concept where it is

neither a picnic nor a team exercise held within the

four walls of the office. It was a combination of both
and was a new venture .
The objective is to provide a hands-on outdoor

experience in which team spirit, leadership and

communication skills would be build.

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 TRAINING WITH MAGIC

Any trainer can master the power to enhance the

effective of a training workshop just by following a
basic guidelines.

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 BASIC
 GUIDE TO TRAINING WITH MAGIC:
Become acquainted with magic as a training tool.
 Realize that you don’t have to be an expert magician to be successful in using

magic in your workshop.

 Overcome your fear of failure when using magic in training

 Enhance your training humour with magic in training.

 Learn “No Fail” Magic.

 Experience the enthusiasm and excitement little magic can generate in a training

session.
 Experience the creativity generating potential of magic.

 Learn how to be sensitive to your training potential audience when using magic

effect.
 Maintain the information transfer effectiveness of a training session that
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incorporates a touch of magic.
 GRID TRAINING
• ‘Managerial Grid’- Organizational Development
technique

• Represents several possible leadership styles

• Each style represents a different combination of two basic

orientations– concern for people and concern for production

• Aims at developing open confrontation of organizational

problems and high people-high production leadership

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 PHASES OF GRID TRAINING
Phase 1:
Weekend conference-trainees are taught the
fundamentals

Phase 2:
Comprises discussion, analysis and solution of
unit problems and practices by the management
and subordinates

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 PHASES OF GRID TRAINING (cont..)
Phase 3:
Meeting with various groups with the aim of working out
company wide problems and setting some development
targets for the company as a whole

Phase 4:
Involves outlining specific procedures for
accomplishing the company’s development targets

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 PHASES OF GRID TRAINING (cont..)
Phase 5:
Includes evaluation of the units accomplishments
and beginning work on any remaining or new
projects

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 NET VARSITY (CORPORATE
UNIVERSITY)
Latest fever enveloping the training world is the
‘corporate university’

It aims to systemize training as a function, maximize investment

in employee education or develop workforce employability

The end result is one – remaining competitive

in the global environment

Examples: Disney university, McDonalds Hamburger

University, Motorola University, IBM Global Campus, GM
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University, Volvo University.
 Conclusion

To be in good moral condition requires at least as

much training as to be in good physical condition.
-Jawaharlal Nehru

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 References:
Enriching Human Capital Through Training and
Development - P L Rao
Personal Growth and Training& Development
- Madhurima Lall
- Sheetal Sharma

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