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Training Methodology

-Simulation, Supervised Practices, Coaching, Self-diagnostic skills-

What is Simulation Learning?


Simulation is the imitation of some real state of affairs, or process. The act of simulating something generally entails representing some key characteristics or behavior of a selected physical or abstract system

Why Simulation Learning?


Simulation learning challenges conventional wisdom, motivating participants to break with known truths, personal assumptions and their own strengths and weaknesses. It sheds light on explicit and implicit assumptions, forcing individuals to think about the unthinkable and to answer the what ifs.

Benefits of Simulation Learning


Accelerates knowledge transfer through learning by doing in a risk-free environment Provides participants with realistic and relevant contexts in which to test and develop their understanding, knowledge and competence Practice inherent in simulations, enhances transfer of knowledge to onthe-job performance Enables participants to develop and internalize knowledge by applying new skills in a risk-free environment Provides real time feedback allowing participants to assess their current situation, analyse options for moving forward and measure results of past decisions and actions Interactive, dynamic, engaging and fun through design elements such as graphics, video, audio, storytelling, grounded learning and recognizable environments Provides a flexible user driven experience that lifts motivation

Supervised Practices
Supervisors need to understand the behavior being trained and support for trainees who use this new behavior of jobs
Supervisors should motivate their employees Employees perception of training relevance Reducing negative side effects of attending training

Coaching
Coaching is the process of providing one-on-one guidance and instruction to improve knowledge, skills and work performance. Both supervisors and co-workers will act as a coach

Process.
Understand the trainees job, the KSAs and resources required to meet the performance expectations and the trainees current level of performance
Meet with the trainee and mutually agree on the performance objectives to be achieved Mutually arrive at a plan and schedule for achieving performance objectives At the work site, show the trainee how to achieve the objectives observe the trainee perform and then provide the feedback

Self Diagnostic skills


Managers must be able to create the appropriate match between their behavior and The structure/design of the unit The characteristics of the subordinates

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