Copyright

2013 Pearson
Education, Inc.
publishing as
Prentice Hall

Chapter 6
Traditional Training
Methods

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

HRM402
Road
MAP
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Training Manual Project Tasks

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Training Methods
Purpose:
Understand how to use each of the
methods to maximize learning

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Training Methods
Lectures & Demonstrations
Experiential Techniques

Equipment Simulations
Case Studies
Business Games
In Basket
Role playing
Behavior Modeling

Computer Based Training

Programmed Instruction
Interactive Multimedia
Virtual Reality
Web-casting

On the Job (not covered in class)

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Training Method Effectiveness

at Meeting KSA Objectives --- TABLE 6-1

Experiential
Techniques

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Training Method Effectiveness at

Meeting KSA Objectives

Pg. 2

19

Goal of Training
Knowledge

Skills

Attitude

Training
Methods

DeclaraProcedural
tive

Strategic Technical

Interpersonal

Lecture:
Straight a

Discussion

Demonstration

a This rating is for lectures delivered orally,

printed lectures
be one
point
each knowledge
category
Copyright would
2013 Pearson
Education,
Inc.higher
publishingin
as Prentice
Hall

Effectiveness of Simulations and Games :

Pg . 2

Goal of Training
Knowledge

Training
Methods

Skills

Attitude

Procedur

Strategic

Technic.

Interperson.

Equipment
1
Simulators

Case studies 2

Business
2
games

2b

In-Basket 1

2c

Role play 1

5d

Beh. Modeling 1

Declar

19

b If the business game is specifically designed for interpersonal skills, this could be a 4.
Copyright were
2013 Pearson
Inc. publishing
Prentice
c If multiple in-baskets
usedEducation,
this rating
wouldasbe
3. Hall

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Good Luck.
In Sha ALLAH
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Three types of knowledge

Declarative 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 Hall

Training Method Effectiveness at

Meeting KSA Objectives

Pg. 2

19

Goal of Training
Knowledge

Skills

Attitude

Training
Methods

DeclaraProcedural
tive

Strategic Technical

Interpersonal

Lecture:
Straight a

Discussion

1
4
4
4
aDemonstration
This rating is for lectures
delivered
orally,2
printed lectures would be one point higher in each knowledge category

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Lecture/Discussion

Most common component of

training
Every other method uses the
lecture to some extent.
Can be delivered:
orally
in written form
On electronic media (DVD,
iPod, cell phone, etc.)
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Lecture/Discussion
Pre-delivery Development

Gather your content

Organize logically

Start lecture with goal AND how youll get there

Connect with previous learning
Deliver Content
Connect each component with goal
End with review

Include a variety of visual and auditory experiences

Find ways for trainees to participate
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Lecture Enhancements
Include discussion/facilitation
Use visual aids
Put online
Involve note-taking
Demo if Possible??

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Just because you

have a Power
Point slide show
doesnt make it
interesting

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

What drives you nuts about slide shows?

Crowded slides
All text, no images
Trainer reads slides
Trainer stands in front of screen
Fonts are too small

Use the guidelines in

the text when creating
your slides

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Presenter Dos

Know your content very well

Talk about your content conversationally
Engage trainees
Observe trainee reactions
Encourage questions and responses
Listen effectively and actively
Use humor and give interesting examples
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Presenter Donts

Avoid Platform Errors such as:

Monotone speech pattern
Have your back to the trainees while talking
Allowing long, non-relevant side tracks
Reading rather than speaking to trainees
Standing in front of the projection screen

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Additional Presenter Donts

Avoid Platform Errors such as:

Distracting gestures and body language
Projector on with no image or irrelevant image
Losing your place becomes an event
Too many space fillers (umm, ahh, ya know, etc.)

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Match 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 possible
Develop and use pre-training materials and/or
experiences to get everyone up to speed for
training.
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Pg. 2

Training Method Effectiveness at

Meeting KSA Objectives

19

Goal of Training
Knowledge

Skills

Attitude

Training
Methods

DeclaraProcedural
tive

Strategic Technical

Interpersonal

Lecture:
Straight a

Discussion

Demonstration

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

DEMONSTRATIONS

Demonstrations 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 part
Review and summarize at end
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Effectiveness of Games and Simulations:

Pg . 2

Goal of Training
Knowledge

Training
Methods

Skills

Attitude

Procedur

Strategic

Technic.

Interperson.

Equipment
1
Simulators

Case studies 2

Business
2
games

2b

In-Basket 1

2c

Role play 1

5d

Beh. Modeling 1

Declar

19

b If the business game is specifically designed for interpersonal skills, this could be a 4.
Copyright were
2013 Pearson
Inc. publishing
Prentice
c If multiple in-baskets
usedEducation,
this rating
wouldasbe
3. Hall

Experiential Methods:
Simulations & Games
In Basket

Case
Studies

Business
Games

Role playing
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Equipment Simulations
Behavior
Modeling

For Experiential Learning

The 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 Principles
Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Experiential Learning Model

Experience
(life or some
exercise/game)

Practice
(try it out)
Behavioral reproduction

Generalize
(relevancy to other
situations)
Individual activity
Symbolic rehearsal

Activate memory
Recall previous
knowledge

Processing
(analysis of experience
and information)
Retention
* Coding
* Organization

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Lecturette
(provide
information)
Retention
* Coding
*
Organization

Simulations
Equipment
In-Baskets
Case Studies (any size, small vignettes to 50 pages)
Role Playing (actual behavior)
Feedback = critical piece and usually not done well

Behavior Modeling (observe then do)

Video better than live

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Delivery of Simulations

Equipment: Must have simulation equipment.

In-Baskets: Can have some things on video
Case Studies: Paper, Live, Video or any combo
Role 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 live

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

BUSINESS GAMES:

Can be paper, board, video, computer

Should be fun and interesting
Make sure you have enough time
Before starting make sure trainees
Understand objectives
Understand rules and procedures

Make sure the game allows

Trainees to make decisions, examine feedback, make new
decisions, receive more feedback, etc.
Reflect on and capture lessons learned

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

 Memory Games
Memory 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 Hall

Effectiveness of Games and Simulations:

Pg . 2

Goal of Training
Knowledge

Training
Methods

Skills

Attitude

Procedur

Strategic

Technic.

Interperson.

Equipment
1
Simulators

Case studies 2

Business
2
games

2b

In-Basket 1

2c

Role play 1

5d

Beh. Modeling 1

Declar

19

b If the business game is specifically designed for interpersonal skills, this could be a 4.
Copyright were
2013 Pearson
Inc. publishing
Prentice
c If multiple in-baskets
usedEducation,
this rating
wouldasbe
3. Hall

 Keep Training Energized With CPR

Create energizing activities in which:

Content is excellent and relevant

Participation is encouraged
Learning is Reinforced

Exercises = Participation &

Learning Reinforcement

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

What methods will work for the

different learning styles?

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Trainer Process for: On the Job

Training

1. Prepare

Break down job into important steps. Have a

checklist.

Have necessary equipment, materials and

supplies ready.

Rehearse yourself!!

Put learner at ease

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall

Trainer 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 Hall

Trainer Process for: On the Job Training

3. Have trainee Try Out

Have trainee talk thru & explain steps

Have the trainee do each step

Praise for correct work

Correct mistakes until task is performed correctly

Praise trainee for completing whole task correctly

Copyright 2013 Pearson Education, Inc. publishing as Prentice Hall