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Chapter 6Traditional Training MethodsCopyright 2013 Pearson Education, Inc. publishing as Prentice HallCopyright 2013 Pearson Education, Inc. publishing as Prentice HallHRM402 Road MAP

Copyright 2013 Pearson Education, Inc. publishing as Prentice HallTraining Manual Project Tasks

Copyright 2013 Pearson Education, Inc. publishing as Prentice HallTraining Methods

Purpose: Understand how to use each of the methods to maximize learningCopyright 2013 Pearson Education, Inc. publishing as Prentice HallTraining MethodsLectures & Demonstrations

Experiential TechniquesEquipment SimulationsCase StudiesBusiness GamesIn BasketRole playingBehavior Modeling

Computer Based TrainingProgrammed InstructionInteractive MultimediaVirtual RealityWeb-casting

On the Job (not covered in class)

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall5Training Method Effectiveness at Meeting KSA Objectives --- TABLE 6-1

Experiential TechniquesCopyright 2013 Pearson Education, Inc. publishing as Prentice HallTraining Method Effectiveness at Meeting KSA ObjectivesGoal of TrainingKnowledgeSkillsAttitudeTraining MethodsDeclara- tiveProceduralStrategicTechnicalInter- personalLecture: Straight a321113 Discussion432114Demonstration142443Pg. 219a This rating is for lectures delivered orally, printed lectures would be one point higher in each knowledge category

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall7Effectiveness of Simulations and Games : Goal of TrainingKnowledgeSkillsAttitudeTraining MethodsDeclarProcedurStrategicTechnic.Inter- person.Equipment Simulators132512Case studies224223Business games2352 2b 2In-Basket13412c 2Role play122245d Beh. Modeling133453b If the business game is specifically designed for interpersonal skills, this could be a 4.c If multiple in-baskets were used this rating would be 3.d Specifically role reversal. Pg. 219Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall8

Copyright 2013 Pearson Education, Inc. publishing as Prentice HallGood Luck. In Sha ALLAHCopyright 2013 Pearson Education, Inc. publishing as Prentice HallThree types of knowledgeDeclarative Knowledge A persons store of factual information. Procedural Knowledge A persons understanding about how and when to apply the facts that have been learned. Strategic Knowledge A persons awareness of what she knows and the internal rules that have been learned for accessing the relevant facts and procedures to be applied toward achieving some goal.

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall11Training Method Effectiveness at Meeting KSA ObjectivesGoal of TrainingKnowledgeSkillsAttitudeTraining MethodsDeclara- tiveProceduralStrategicTechnicalInter- personalLecture: Straight a321113 Discussion432114Demonstration142443Pg. 219a This rating is for lectures delivered orally, printed lectures would be one point higher in each knowledge categoryCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall12Lecture/Discussion Most common component of trainingEvery other method uses the lecture to some extent.Can be delivered: orallyin written formOn electronic media (DVD, iPod, cell phone, etc.)

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall13Can you think of a method that doesnt use the lecture to some extent?Objectives (KSAs) Lectures = knowledge and attitudes (moderate)

NEXT SLIDELecture/DiscussionPre-delivery DevelopmentGather your contentOrganize logicallyStart lecture with goal AND how youll get thereConnect with previous learningDeliver ContentConnect each component with goalEnd with review

Include a variety of visual and auditory experiences

Find ways for trainees to participate

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall14Lecture EnhancementsInclude discussion/facilitationUse visual aidsPut onlineInvolve note-taking Demo if Possible??

Copyright 2013 Pearson Education, Inc. publishing as Prentice HallJust because you have a Power Point slide show doesnt make it interesting

Copyright 2013 Pearson Education, Inc. publishing as Prentice HallWhat drives you nuts about slide shows?

Use the guidelines in the text when creating your slidesCrowded slidesAll text, no imagesTrainer reads slidesTrainer stands in front of screenFonts are too smallCopyright 2013 Pearson Education, Inc. publishing as Prentice HallPresenter DosKnow your content very wellTalk about your content conversationallyEngage traineesObserve trainee reactionsEncourage questions and responsesListen effectively and activelyUse humor and give interesting examplesCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall18Presenter DontsAvoid Platform Errors such as:Monotone speech patternHave your back to the trainees while talkingAllowing long, non-relevant side tracksReading rather than speaking to traineesStanding in front of the projection screen

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall19Additional Presenter DontsAvoid Platform Errors such as:Distracting gestures and body languageProjector on with no image or irrelevant imageLosing your place becomes an eventToo many space fillers (umm, ahh, ya know, etc.)

Copyright 2013 Pearson Education, Inc. publishing as Prentice HallMatch Content and Pace to Trainee Readiness Match complexity level and the pace of the lecture to the trainees ability to comprehend

Options: Train different levels separately if possibleDevelop and use pre-training materials and/or experiences to get everyone up to speed for training.Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall21 Training Method Effectiveness at Meeting KSA ObjectivesGoal of TrainingKnowledgeSkillsAttitudeTraining MethodsDeclara- tiveProceduralStrategicTechnicalInter- personalLecture: Straight a321113 Discussion432114Demonstration142443Pg. 219

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall22DEMONSTRATIONSDemonstrations are lectures with a show how to do component.

Process:Break down into logical parts or sequences (have check list)Explain each step and its objective(s)Ask for questions after each partReview and summarize at endCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall23The process is very similar to the Job Instruction Technique that is part of the OJT section.

Effectiveness of Games and Simulations: Goal of TrainingKnowledgeSkillsAttitudeTraining MethodsDeclarProcedurStrategicTechnic.Inter- person.Equipment Simulators132512Case studies224223Business games2352 2b 2In-Basket13412c 2Role play122245d Beh. Modeling133453b If the business game is specifically designed for interpersonal skills, this could be a 4.c If multiple in-baskets were used this rating would be 3.d Specifically role reversal. Pg. 219Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall24Experiential Methods:

Simulations & Games

In BasketRole playingBusiness Games

Equipment Simulations

Behavior ModelingCaseStudiesCopyright 2013 Pearson Education, Inc. publishing as Prentice HallFor Experiential LearningThe key is:Physical and psychological fidelity

The closer you can come to what it would be like in the real world the better.Identical Elements vs. General PrinciplesCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall26Experiential Learning Model Experience(life or some exercise/game)

Activate memoryRecall previous knowledgePractice(try it out)Behavioral reproductionGeneralize(relevancy to other situations)Individual activity Symbolic rehearsalProcessing(analysis of experience and information)Retention * Coding * Organization

Lecturette(provide information)Retention * Coding * OrganizationCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall27Go over the Model..thenLets look at training methods that focus on this model. NEXT SLIDESimulationsEquipmentIn-BasketsCase Studies (any size, small vignettes to 50 pages)Role Playing (actual behavior)Feedback = critical piece and usually not done wellBehavior Modeling (observe then do)Video better than liveCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall28Delivery of SimulationsEquipment: Must have simulation equipment.In-Baskets: Can have some things on video Case Studies: Paper, Live, Video or any comboRole Playing: Can have situation on paper, live or video Trainees then act out roles. Demonstration role play can be live or video.Behavior Modeling: Video better than liveCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall29

BUSINESS GAMES: Can be paper, board, video, computerShould be fun and interestingMake sure you have enough timeBefore starting make sure traineesUnderstand objectivesUnderstand rules and proceduresMake sure the game allowsTrainees to make decisions, examine feedback, make new decisions, receive more feedback, etc.Reflect on and capture lessons learnedCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall30Lets look at the types of learning objectives these experiential methods match up best with.NEXT SLIDEMemory GamesMemory games such as Jeopardy are not business games.They are useful as a review and reinforcement of key learning points.

Copyright 2013 Pearson Education, Inc. publishing as Prentice HallEffectiveness of Games and Simulations: Goal of TrainingKnowledgeSkillsAttitudeTraining MethodsDeclarProcedurStrategicTechnic.Inter- person.Equipment Simulators132512Case studies224223Business games2352 2b 2In-Basket13412c 2Role play122245d Beh. Modeling133453b If the business game is specifically designed for interpersonal skills, this could be a 4.c If multiple in-baskets were used this rating would be 3.d Specifically role reversal. Pg. 219Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall32Keep Training Energized With CPRCreate energizing activities in which:Content is excellent and relevantParticipation is encouraged Learning is ReinforcedExercises = Participation &Learning Reinforcement

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall33What methods will work for the different learning styles?Copyright 2013 Pearson Education, Inc. publishing as Prentice HallIndex of Learning StylesWhat methods work for these learners?

Active ReflectiveCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Index of Learning StylesWhat methods work for these learners?

Sensing IntuitiveCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Visual VerbalWhat methods work for these learners?

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Sequential - GlobalWhat methods work for these learners?

Copyright 2013 Pearson Education, Inc. publishing as Prentice HallTrainer Process for: On the Job Training1. PrepareBreak down job into important steps. Have a checklist.Have necessary equipment, materials and supplies ready.Rehearse yourself!!Put learner at easeCopyright 2013 Pearson Education, Inc. publishing as Prentice HallTrainer Process for: On the Job Training 2. Present (Train) Tell trainee the objective and steps involved Show (demonstrate) trainee how to do the task Explain the key points Ask for questions and repeat if trainee seems confused

Copyright 2013 Pearson Education, Inc. publishing as Prentice HallTrainer Process for: On the Job Training3. Have trainee Try OutHave trainee talk thru & explain stepsHave the trainee do each stepPraise for correct workCorrect mistakes until task is performed correctlyPraise trainee for completing whole task correctlyCopyright 2013 Pearson Education, Inc. publishing as Prentice Hall