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Traditional Training Methods

This document discusses various traditional training methods, including lectures, on-the-job training, self-directed learning, apprenticeships, simulations, case studies, business games, role plays, behavior modeling, adventure learning, team training, and action learning. It outlines the key aspects of each method, advantages, and disadvantages. Overall, it recommends choosing methods based on the desired learning outcomes, environment, cost-effectiveness, and using multiple methods when possible to capitalize on the strengths of each approach.

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Visak AG
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103 views38 pages

Traditional Training Methods

This document discusses various traditional training methods, including lectures, on-the-job training, self-directed learning, apprenticeships, simulations, case studies, business games, role plays, behavior modeling, adventure learning, team training, and action learning. It outlines the key aspects of each method, advantages, and disadvantages. Overall, it recommends choosing methods based on the desired learning outcomes, environment, cost-effectiveness, and using multiple methods when possible to capitalize on the strengths of each approach.

Uploaded by

Visak AG
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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TRADITIONAL

TRAINING METHODS
70-20-10 Model
• lecture and online methods

• mentoring, job experiences,


and coaching

• simulation, on-the-job
training, behavior
modeling

• social media and informal


interactions through others
Traditional Training Methods
Lecture (1)

Lectures may have different formats


• Standard lecture—trainer speaks
and trainees listen
• Team teaching—two or more trainers present
• Guest speakers
• Panel—multiple speakers present and ask questions
• Student presentations—groups of trainees present
Lecture (2)

Advantages
• relatively inexpensive and efficient for large groups
• useful when the instructor is the main knowledge holder

Disadvantages

• passive
• potentially weak connection to the work environment
Disadvantages
• creative approach may be
weak
• may become obsolete
• passive
On-the-Job Training (OJT) (1)

Involves learning by observing others and


emulating their behavior

Considered informal because it does not occur in


a classroom and because managers or coworkers
are trainers

Useful for training new employees, upgrading


experienced employees’ skills, and cross-training
On-the-Job Training (OJT) (2)

Advantages
• requires less time and cost than formal
training
• customized and offered at any time
• focuses on actual job content

Disadvantages
• may be inconsistent
• bad habits may be passed on
Enhancing OJT

Break tasks down into important steps


Prepare resources and support
Show trainees how to perform the task and explain key points
Have the trainee practice small parts and then entire tasks
Provide feedback
Have the trainee practice until accurate reproduction is achieved
Self-Directed Learning (1)

Places complete responsibility for learning on the learner, including


when learning will take place and with whom

Content is pre-determined, but trainees can learn the content at their


own pace and in their own way

Trainers should be available to answer questions and facilitate learning


Self-Directed Learning (2)

Advantages
• flexibility for trainees
• fewer trainers, facilities, and resources required
• consistent training content
Disadvantages
• may place too much responsibility on learners
• may be costly
Developing Self-Directed Learning

Conduct a job analysis to identify the tasks


Write trainee-centered learning objectives
Develop the content for a learning packet
Break content into small chunks
Develop an evaluation package
Apprenticeships (1)

Work-study type training involving on-the-job and classroom training

Typically sponsored by a company or trade union

Common in skilled trades, such as carpentry, plumbing, and welding


Apprenticeships (2)

Trainee advantages
• earn pay while they learn
• wages increase as skills improve
• competitive job offers
Trainee disadvantages
• historically restricted access to women and minorities
Apprenticeships (3)
Employer advantages
• meet specific business needs
• attract talented employees
• trainees are skilled and motivated

Employer disadvantages

• costly
• potentially narrow skill set
Simulations (1)
Training method that represents a real-life situation where trainees’
decisions result in outcomes that mirror what would happen on the
job

The best simulations have a high degree of identical elements


Simulations (2)
Advantages
• highly realistic hands-on practice
• allow trainees to make mistakes
Disadvantages

• potentially expensive to develop


• may be difficult to incorporate identical elements
Case Study (1)
In-depth scenario on how employees or an organization dealt with
a difficult situation

Trainees are required to analyze and critique the actions taken,


indicate appropriate actions, and suggest what should have been
done differently

Individuals learn through a process of discovery


Case Study (2)
Advantages
• useful for developing intellectual skills
• engaging for learners
Disadvantages

• trainees must be highly motivated and have a degree of expertise


• recommendations are merely hypothetical
STEPS IN DEVELOPING Case Studies
Business Games (1)
Common characteristics of games:
• involve a contest or competition
• designed to demonstrate an application of a knowledge or skill
• alternative courses of action are available
• trainees do not know for certain the consequences of their actions
• rules limit participant behavior
Business Games (2)
Advantages
• can be used for training that would otherwise involve risk of
accident or high cost
• active involvement
Disadvantages

• difficult to develop
• not always realistic
• trainees must be motivated
Role Plays (1)
Require trainees take on a role, such as a manager or disgruntled
employee, and explore what is involved in the role

Often included in programs focused on the development of


interpersonal skills
Role Plays (2)
Advantages
• allow trainees to practice skills
• trainees are engaged

Disadvantages

• trainees may not always take role playing seriously


• scenarios may not be realistic
Enhancing Role Plays

Explain the background and context


Provide a script with sufficient detail
Arrange the room so other trainees can see
Provide observation sheets and checklists that highlight key issues
Provide sufficient time to debrief and provide feedback
Behavior Modeling (1)
Hands-on method that involves presenting to trainees a model,
highlighting the key aspects of the model, practice, and feedback

Based on social learning theory

Highly effective for interpersonal skills


Behavior Modeling (2)
Advantages
• hands-on practice
• highly effective in promoting transfer

Disadvantages

• potentially time consuming to implement


Effective Modeling Displays

Clear presentation of the key behaviors


A model that is credible to trainees
An overview of the behaviors
Repetition of each behavior
A review of the behaviors
Models using the behaviors correctly and incorrectly
Adventure Learning (1)
Method aimed at developing teamwork, leadership skills, and self-
awareness

Activities range from highly strenuous and challenging ones, such as


mountain climbing, to less challenging ones, such as rope courses

Exercises must be related to a specific learning objective


Adventure Learning (2)
Advantages
• trainees interact and build relationships
• can be self-enlightening and invigorating
Disadvantages

• potential physical harm


• costly
• not all trainees may be motivated
Team Training (1)
Three key aspects of team performance
• Behavior—teams must communicate, coordinate, adapt, and
complete complex tasks
• Knowledge—teams must have “mental models” that allow them
to function effectively
• Attitudes—members must have favorable attitudes toward each
other
Team Training (2)
Advantages
• when properly designed, team training generally results in more
effective teams
Disadvantages

• potentially costly
• time consuming
the Structure of Team Training
Action Learning (1)
Involves assigning teams an actual problem, committing to an action
plan, and holding them accountable

Used to solve important problems, develop leaders, build teams, and


transform organizational cultures
Action Learning (2)
Advantages
• highly interactive and engaging
• highly effective in developing the target skills and promoting
transfer
Disadvantages

• requires trainees with a high level of ability


Choosing a Method
A variety of considerations should be taken into account
• The learning outcome (which is most important)
• The learning environment
• Transfer of training considerations
• Cost
• Overall effectiveness
General Trends

There is considerable overlap in learning outcomes across methods

Hands-on methods are more effective than presentation methods

Presentation methods are less expensive

Where possible, use multiple methods to capitalize on the strengths


of each

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