06.3 - Methods of Training

Training Methods
BY:
MAMUN MUZTABA, MC, BIM
mamunmuztaba.bim@gmail.com;
01716653626
Defined Methods of Training
• Training method may be defined as “an educational

approach for turning knowledge into learning”.
• The method by which training is delivered varies based

on needs of the organization, trainee and task being
performed.
• The method should suit the audience, content, business

environment and the learning objectives.
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Methods of Training
• COGNITIVE METHODS
• BEHAVIORAL METHODS
 COGNITIVE METHODS
Cognitive methods are more of giving theoretical training to the trainees. The
various methods under Cognitive approach provide the rules for how to do
something, written or verbal information, demonstrate relationships among
concepts, etc.
FOCUSES- changes in knowledge and attitude by learning.
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Methods that come under Cognitive
approach
• LECTURES: Participatory &Non-Participatory etc

• DISCUSSIONS: Participatory, case study presentation etc
• DEMONSTRATIONS
• COMPUTER BASED TRAINING (CBT)
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Methods that come under
Behavioural approach
 BEHAVIORAL METHODS
Behavioral methods are more of giving practical training to the trainees.
The various methods under Behavioral approach allow the trainee to
behavior in a real fashion. These methods are best used for skill
development.
The various methods that come under Behavioral approach are:
GAMES AND SIMULATIONS

BEHAVIOR-MODELING
BUSINESS GAMES
CASE STUDIES
EQUIPMENT STIMULATORS
IN-BASKET TECHNIQUE
ROLE PLAYS
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METHODS OF TRAINING
On-the-job Techniques Off-the-job Techniques
JIT •Lectures
Coaching •Case Studies
Position rotation •Group Discussions
Committee •Role Playing
assignment •Management
Multiple Games
Management •In basket Exercise
Selected •Sensitivity Training
readings •Programmed
Instruction
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Off-the-job Techniques
 Lectures
 Group Discussions or Conference
 Case Studies
 In-Basket Technique
 Role Playing
 Management Games
 Sensitivity Training
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LECTURE METHOD
• “The lecture is a pedagogical method

whereby the teacher formally delivers a
carefully planned expository address on
some particular topic or problem".
- James Michael Lee
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TECHNIQUE OF LECTURE
• Organize the class room in a way which is conducive for teaching
learning activity
• Prepare lesson plan on the topic which need to be discussed showing
objectives, content, teaching learning activity, AV aids & time
• start the lecture with introduction of self, if not introduced earlier,
introduce the topic and review the previous topic.
• Organize the content matter, which needs to be lectured in the class
room.
• Alter the pitch and volume of voice periodically while lecturing.
• Develop a routine pace depending on the respectivity level of
students such as going fast while teaching simple topic and slow
down in teaching difficult topics. mamunmuztaba.bim@gmail.com;
01716653626
TECHNIQUE OF LECTURE
• Maintain eye contact and avoid looking out of windows, at walls
and over students head while teaching.
• Do not repeat words.
• Make use of appropriate AV aids
• Converse freely with the students. look in between the prepared
notes, but do not read the contents continuously.
• Make use of simple plans and use key points from contents
around which the whole lecture is based
• Clarifythe previous concepts before moving towards next topic.
• Manage the lecture in planned time as teaching in less time will
enable students to understand and more time than expected
arise tension and damage the lecture.
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MERITS OF LECTURE METHOD
• Lecture method stimulates students and promotes critical thinking
process.
• Lecture method meets the learning needs of the learners as it is based
on need and interest of the learners.
• It apparently saves resources.
• It provides the presence of teacher with the students.
• It gives a feeling of security to the students.
• It caters to a large group of learners at a time.
• It provides flexibility as the teacher is in close contact with his / her
students.
• The teacher can adjust his / her technique in accordance with the
learner's abilities, aptitudes and interest.
DEMERITS OF LECTURE METHOD
• It keeps the pupil in a passive situation.
• It does not allow for individual pace of learning.
• Lecture method hardly offers any possibility of checking the learning progress.
• It does not facilitate problem solving.
• In lecture method, less attention is paid to problem solving, feedback from
learners, decision making & critical thinking.
• If the lecture is not prepared before hand it fails to attain the objectives.
• Lecture method fails to sustain the attention, concentration and interest of the
learners.
ESSENTIALS OF A GOOD LECTURE
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Effective lectures
– Use signals to help listeners follow your ideas.
– Don’t start out on the wrong foot.
– Keep your conclusions short.
– Be alert to your audience.
– Maintain eye contact with the trainees.
– Make sure everyone in the room can hear.
– Control your hands.
– Talk from notes rather than from a script.
– Break a long talk into a series of five-minute talks.
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• Case study method
– Managers are presented with a description of an
organizational problem to diagnose and solve.
• Management game
― A game that includes activities to help managers learn how
to deal with different work situations:
― This management game aims to get people thinking about
what is acceptable in the workplace and what could lead to
claims of sexism or racism.
• Outside seminars
– Many companies and universities offer Web-based and
traditional management development seminars and
conferences. mamunmuztaba.bim@gmail.com;
01716653626
• Role playing
– Creating a realistic situation in which trainees assume the
roles of persons in that situation.
• In Basket Technique
- A simulation exercise designed to develop decision-making,
problem solving, and organizing ability by placing the trainee
at the desk of a manager.
• Sensitivity Training
- The behavior of each individual in the group is subject to
examination and comment by the other trainees
-The behavior of the group (or groups) as a whole is examined.
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• Simulated training (occasionally called vestibule

training)
– Training employees on special off-the-job equipment so
training costs and hazards can be reduced.
– Computer-based training (CBT)
– Electronic performance support systems (EPSS)
– Learning portals
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• Programmed instruction (PI) :

– A systematic method for teaching job skills involving:
• Presenting questions or facts
• Allowing the person to respond
• Giving the learner immediate feedback on the accuracy
of his or her answers
Advantages:
– Reduced training time
– Self-paced learning
– Immediate feedback
– Reduced risk of error for learner
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• Literacy training techniques

– Responses to functional illiteracy
• Testing job candidates’ basic skills.
• Setting up basic skills and literacy programs.
• Audiovisual-based training
– To illustrate following a sequence over time.
– To expose trainees to events not easily demonstrable in
live lectures.
– To meet the need for organizationwide training and it is
too costly to move the trainers from place to place.
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Computer-based Training (CBT)

• Advantages
– Reduced learning time
– Cost-effectiveness
– Instructional consistency
• Types of CBT
– Intelligent Tutoring systems
– Interactive multimedia training
– Virtual reality training
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Distance and Internet-Based Training
• Teletraining
– A trainer in a central location teaches groups of employees
at remote locations via TV hookups.
• Videoconferencing
– Interactively training employees who are geographically
separated from each other or from the trainer via a
combination of audio and visual equipment.
• Training via the Internet
– Using the Internet or proprietary internal intranets to
facilitate computer-based training.
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Behavior Modeling:
 The method consists of four consecutive components:
 Attention (watching someone perform a behavior usually
through videotapes)
 Retention (processes to help the trainee retain what was
observed)
 Motor reproduction or behavioral rehearsal (using role-plays
to practice new behaviors)
 Motivation or feedback/reinforcement (receiving feedback on
the behaviors performed)
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On-the-job Techniques
Job Instruction:
JIT-HOW TO TRAIN
Step 1-Prepare the Employee
 Put the worker at ease.
 Find out what he or she knows.
 Arouse interest.
 Place the worker correctly.
Step 2-Present the job

 Tell
 Show
 Explain
 Demonstrate
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Job Instruction:
Step 3-Tryout performance
 Have the worker perform the operation.
 Have the worker explain the key points.
 Correct errors and omissions.
 Reinstruct as needed.
Step 4-Follow-up
 Put the worker on his own.
 Encourage questioning.
 Check frequently.
 Taper of assistance.
“If the Learner hasn’t learned, the trainer hasn’t taught.”

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Managerial on-the-Job Training

• Job rotation
– Moving a trainee from department to department to
broaden his or her experience and identify strong and weak
points.
• Coaching/Understudy approach
– The trainee works directly with a senior manager or with
the person he or she is to replace; the latter is responsible
for the trainee’s coaching.
• Action learning
– Management trainees are allowed to work full-time
analyzing and solving problems in other departments.
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Coaching:
 It involves several steps.
 Identify significant job segments and standards of
performance.
 Tell the employee/trainee how he or she is doing.
 Select one or more performance areas in which the
employee-trainee needs to improve.
 Develop a performance-improvement plan.
 Coach to implement the performance improvement plan.
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 Committee Assignment: Get acquainted with different viewpoints

and alternative methods of problem solving. They also learn interpersonal
skills.
 Multiple Management: Major problems are analyzed in the junior

board & recommends to the Board of Directors. The young executives
learn decision-making skills and the Board of Directors receive collective
wisdom of the executive team.
 Selective Readings: Constitute an individual self-development

program for executives.
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TRAINING METHOD SELECTION
 Need for variety of training methods

 No blue-prints for Selection of training methods
 Hints for selection of training methods:
o What are the learning objectives?
o How much experience do the participants have related to the topic?
o What is the participant’s profile?
o What is the practical situation like?
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Training methods and techniques by purpose and group size
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Training Methods Continuum
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Difference Among Method,Aids,Equipments &
Techniques
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06.3 - Methods of Training

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Training Methods

• Training method may be defined as “an educational

• The method by which training is delivered varies based

• The method should suit the audience, content, business

FOCUSES- changes in knowledge and attitude by learning.

• LECTURES: Participatory &Non-Participatory etc

• COMPUTER BASED TRAINING (CBT)

The various methods that come under Behavioral approach are:

GAMES AND SIMULATIONS

On-the-job Techniques Off-the-job Techniques

• “The lecture is a pedagogical method

• Simulated training (occasionally called vestibule

• Programmed instruction (PI) :

• Literacy training techniques

Computer-based Training (CBT)

Step 2-Present the job

“If the Learner hasn’t learned, the trainer hasn’t taught.”

Managerial on-the-Job Training

 Committee Assignment: Get acquainted with different viewpoints

 Multiple Management: Major problems are analyzed in the junior

 Selective Readings: Constitute an individual self-development

 Need for variety of training methods

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