Use of Instructional MethodsUse of Instructional Methods

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Classroom Video Role Play Case Study CD Rom Games Intranet Adventure Internet V.R.

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Training MethodsTraining Methods

Three categories of training methods: 1. Presentation methods

2. Hands-on methods

3. Group building methods

Presentation MethodsPresentation Methods

Presentation methods include lectures and audiovisual techniques

Variations of the Lecture MethodVariations of the Lecture Method

Method Description

Standard lecture Trainer talks while trainees listen and absorb information.

Team teaching Two or more trainers present different topics or alternative views of the same topic.

Guest speakers Speaker visits the session for a certain time period. Primary instruction is conducted by guest speaker.

Panels Two or more speakers present info. & ask questions.

Student Groups of trainees present topics to the class.presentations

Audiovisual TechniquesAudiovisual Techniques

Audiovisual Techniques includes overheads, slides, and video– Example:

» Ethics

» Training

» Video

Hands-On MethodHands-On Method

Hands-on methods refer to training methods that require the trainee to be actively involved in learning. These methods include:

1. On-the-job training

2. Simulations

3. Case studies

4. Business games

5. Role plays

6. Behavior modeling

On-the-Job TrainingOn-the-Job Training

Companies spend between $90 and $180 billion annually on informal on-the-job training. OJT refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior. OJT can be useful for:– Newly hired employees

– Upgrading experienced employees’ skills

– Cross-training

– Orienting transferred employees

Principles of On-the-Job TrainingPrinciples of On-the-Job Training

Preparing for Instruction1. Break down the job into

important steps2. Prepare materials3. Decide how much time

you will devote to OJT Actual Instruction

1. Tell the trainee the objective of the task

2. Show the trainee how to do it

3. Explain key points or behaviors

4. Show the trainee how to do it again

5. Have the trainee do one or more single parts of the task and praise him for correct reproduction

6. Have the trainee do the entire task and praise him for correct reproduction

7. If mistakes are made, have the trainee practice

8. Praise the trainee for his success in learning the task

Self-Directed LearningSelf-Directed Learning

Self-directed learning involves having employees take responsibility for all aspects of learning – when it is conducted and who will be involved.

For example, at Corning Glass, new engineering graduates participate in an OJT program called SMART (self-managed, awareness, responsibility, and technical competence)

Advantages and Disadvantages Advantages and Disadvantages of Self-Directed Learningof Self-Directed Learning

Advantages– Trainees learn at their own pace

– Fewer trainers

– Reduces costs associated with travel & meeting rooms

Disadvantages– Trainees must be willing and comfortable learning on

their own

– From the company perspective, results in higher development costs

– Development time is longer

Self-Directed LearningSelf-Directed Learning

Steps necessary to develop effective self-directed learning:

1. Conducting a job analysis2. Writing trainee-centered learning objectives

directly related to the tasks3. Developing the content for the learning

package4. Breaking the content into smaller pieces

(“chunks”)5. Developing an evaluation package

ApprenticeshipApprenticeship

Apprenticeship is a work-study training method with both on-the-job and classroom training. To qualify as a registered apprenticeship program under state or federal guidelines, at least 144 hours of classroom instruction and 2,000 hours or one year, of on-the-job experience are required.

SimulationsSimulations

Simulation is a training method that represents a real-life situation, with trainees’ decisions resulting in outcomes that mirror what would happen if they were on the job.

Examples:– Flight simulation– AA Flight 965 crash

Case StudiesCase Studies

Case study is a description about how employees or an organization dealt with a difficult situation. Trainees are required to analyze and critique the actions taken, indicating the appropriate actions and suggesting what might have been done differently.

Example:– Case study in T & D class for TNA at org. level

Process for Case DevelopmentProcess for Case Development

1. Identify a story.

2. Gather information.

3. Prepare a story outline.

4. Decide on administrative issues.

5. Prepare case materials.

Business GamesBusiness Games

Business games require trainees to gather information, analyze it, and make decisions. Business games are primarily used for management skill development. Games stimulate learning because participants are actively involved and they mimic the competitive nature of business.

Example:– HR games

Role PlaysRole Plays

Role Plays involve having trainees act out characters assigned to them. Information regarding the situation (e.g., work or interpersonal problem) is provided to the trainees.

Example: – MBTI Role Play

Behavior ModelingBehavior Modeling

Behavior modeling involves presenting trainees with a model who demonstrates key behaviors to replicate and provides trainees with the opportunity to practice the key behaviors.

Examples– Wait person

– Training video

Observing behaviors behaviors Vicarious reinforcement

Activities in a Behavior Activities in a Behavior Modeling Training ProgramModeling Training Program

Introduction (45 min)– Present key behaviors using video.– Give rationale for skill module.– Trainees discuss experiences in using skill.

Skill Preparation and Development (2 hr. & 35 min.) – View model.– Participate in role plays and practice.– Receive oral and video feedback on performance of key behaviors.

Application Planning (1 hr.)– Set improvement goals.– Identify situations to use key behaviors.– Identify OTJ applications of the key behaviors.

Examples of Key Behaviors in Examples of Key Behaviors in Problem AnalysisProblem Analysis

Get all relevant information by– Rephrasing the question or problem – Listing the key problem issues– Considering other possible sources of info

Identify possible causes If necessary, obtain additional info Evaluate the info. To ensure that all essential criteria

are met Restate the problem considering new info Determine what criteria indicate that the problem or

issue is resolved

Group Building MethodsGroup Building Methods

Group building methods refer to training methods designed to improve team or group effectiveness. Training is directed at improving the trainees’ skills as well as team effectiveness. Group building methods involve trainees sharing ideas and experiences, building group identity, understanding the dynamics of interpersonal relationships, and getting to know their own strengths and weaknesses and those of their co-workers.

Examples: – Class’s Monday morning pre-exercises

Adventure LearningAdventure Learning

Adventure learning focuses on the development of teamwork and leadership skills using structured outdoor activities. Adventure learning is also known as wilderness training and outdoor training.

Examples: – OU ropes courses

Team TrainingTeam Training

Team training involves coordinating the performance of individuals who work together to achieve a common goal.

Three components of team performance are:– Knowledge– Attitudes – Behavior

Components of Team Components of Team Performance Performance

Team Performance

Behavior Knowledge Attitude

Main Elements of the Structure Main Elements of the Structure of Team Trainingof Team Training

Tools:Team Task AnalysisPerformance MeasurementTask Simulation & ExerciseFeedbackPrinciples

Methods:Information-Based Demonstration-Based

VideoPractice-Based

Guided Practice Role Play

Strategies:Cross-TrainingCoordination TrainingTeam Leader Training

Team Training Objectives

Content Knowledge SkillsAttitudes

Action LearningAction Learning

Action Learning involves giving teams or work groups an actual problem, having them work on solving it an committing to an action plan, and then holding them accountable for carrying out the plan.