Traditional

Training

Methods
Traditional Training Method

a systematic process that

improves the knowledge, skills
and competencies of the
employees. It aims to enhance the
work performance and
productivity of the employees.
 Presentation

Method

-
Focuses on imparting

knowledge through a
Hands on

:
series of methods Method
such as
Group Building

Method
70-20-10 Model

70 -
percent of learning derives from job related experiences

20 percent of learning derives from interactions with others

10 percent of learning derives from formal educational events

Learning

System
MODERN

APPROACHES
 -
E learning

Gamification Virtual reality

 Presentation

Method

Methods in which trainees are passive

,
recipients of information which may

:
include

Facts or information

Processes

-
Problem solving methods
LECTURES
VARIATIONS OF

LECTURE METHOD

Standard Lecture Team Teaching Guest Speakers

VARIATIONS OF

LECTURE METHOD

Panels Student Presentations

Audiovisual

Instruction

Video
Is a popular instructional method
used for improving communication
skills, interviewing skills, customer-
service skills and for illustrating how
procedures should be followed.
 - -
Hands on Method
OJT

- - (
On the job training OJT )
New or inexperienced employees

learn in the work setting and during

work by observing peers or

managers performing the job and

trying to imitate their behavior .

 :
How to conduct

an OJT
 VARIOUS FORMS OF OJT

Apprenticeship

-
Self Directed

Learning

Programs
Simulation

-
Training method that represents a real life situation ,
’
with trainee s decisions resulting in outcomes that

mirror what would happen if they were on the job

,
Is used to teach production process skills,
management and interpersonal skills .
Case Studies

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.
Assumes that employees are most likely to recall and use knowledge and

skills if they learn through a process of discovery

,
Appropriate for developing higher order intellectual skills such as analysis

synthesis and evaluation

Help trainees develop the willingness to take risks given uncertain outcomes ,
based on their analysis of the situation
Business Games

,
Requires trainees to gather information analyze it and make decisions

Is primarily used for management skill development

Stimulates learning because participants are actively involved and games

mimic the competitive nature of business

Involves a contest among trainees or against an established criterion such

as time or quantity

Designed to demonstrate an understanding of application of a knowledge ,

,
skill or behavior

Provides several alternative courses of action and helps estimate the

consequences of each alternative with some uncertainty

Role Plays -
-
Role plays refer to experiences in which trainees take on a role such as

, , ,
a manager client or disgruntled employee and explore what is

involved in the role .

,
For role plays to be effective trainers need to engage in several

,
activities before during and after the role play

Role plays differ from simulations on the basis of response choices

,
available to the trainees the level of detail of the situation given to

, ’
trainees and the outcomes of the trainees response
BEHAVIOR

MODELING

Behavior Modeling

present trainees with a model

who demonstrates key
behaviors to replicate and
provides trainees with the
opportunity to practice the
key behaviors
Application Planning

prepares trainees to use the

key behaviors on the job;
involves having all participants
prepare a written document
identifying specific situations
in which they should use the
key behaviors.
Group Building

Methods

Group building methods are training methods to

improve team or group effectiveness.

Teams

A team refers to two or more people with specific

roles or functions who work together with shared
responsibilities to achieve a common goal or mission
or complete tasks in a company.
Techniques

Group techniques focus on helping

teams increase their skills for
effective teamwork.
 Experiential
Experiential learning programs have four stages:

i. Gain Conceptual ii. Take part in Behavioral

Knowledge and Simulation

Theory

iv. Connect the

iii. Analyze the

activity with real-life

activity; and

situations
ADVENTURE

LEARNING

Adventure learning

Adventure learning includes

wilderness training, outdoor
training, improvisational
activities, drum circles, and
even cooking classes.
 TEAM production teams, service teams,

TRAINING committees, project teams and

management teams

Team Training

refers to training that is

designed to improve team
effectiveness.
CROSS

TRAINING

Cross training has team members

understand and practice each other’s
skills so that members are prepared to
step in and take the place of a member
who may temporarily or permanently
leave the team.
Coordination

Coordination training instructs

the team in how to share
information and decision-
making responsibilities to
maximize team performance.
Team Leader

Team leader training refers to

training that the team manager
or facilitator receives.
Scenario Based

Scenario-based training refers

to training that places team
members in a realistic context
while learning.
Guided Guided team self-correction
refers to training that
emphasized continuous
learning and knowledge
sharing in teams.
Action Learning

Action learning gives teams or work

groups an actual problem, has them
work on solving it and committing to
an action plan, and then holds them
accountable for carrying out that
plan.
Kaizen Six Sigma and Kaizen provide
employees with measurement
and statistical tools to help
reduce defects and to cut
costs.
Choosing a

Training Method
Outcome Understand

The first step in choosing a method is to For learning to occur, trainees must
identify the type of learning outcome that you understand the objective of the training
want training to influence. program, training content should be
meaningful.

Overlap

there is considerable overlap between

learning outcomes across the training
methods.
Hands-on

comparing the presentation methods to

hands on methods illustrates that most
hands-on methods provide a better learning
environment and transfer of training than do
the presentation methods.

Budget

The training budget for developing training

methods can influence the method chosen.
Thank you!