Training Methods

Anuraag Awasthi

Ground Rules
Cell Phones on silent mode - Question & Answers anytime - Keep it Interactive - If there is any urgent call, please silently leave the room, attend the call and come back.
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Agenda
Implementation

and Evaluation of Training

Program Management Development Programs

Off-the-job Training

Off-The-Job Trainings
Off-the-job training involves training at a site away from the actual work environment. It often utilizes lectures, case studies, role playing, Games, selfstudy, external courses, secondment, simulation etc. A few popular methods are:

Sensitivity Training Transactional Analysis Straight Lectures/ Lectures Simulation Exercises

Off-The-Job Trainings
The advantages of off-the-job training are: Specialists can be used to instruct the employees; - Training can be more concentrated; - It is more suitable for theoretical instruction; - It can be less stressful.
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Off-The-Job Trainings
The disadvantages of off-the-job training are: There may be no direct link between the training and the job; - It can be artificial; - Trainers may not know the specific conditions of the employment; - It is usually more expensive; - Employees cannot work whilst they are being trained.
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Sensitivity Training (T-Group Trg.)

This method is usually described as a Laboratory training method, Sensitivity Training, L-Group (Learning Group) training or T-Group training (Training Group). This is a group training method where intensive participation and immediate feedback are two important components. The ultimate responsibility of training lies with the trainees themselves, based on introspection, feedback and openness.

Sensitivity Training (T-Group Trg.)

In this training, trainee gives his feedback to others, and receives feedback about himself form others. It enhances the self awareness and sensitivity for others. During this process he is able to reform and readjust his style, including the attitudes and belief systems. - This is an interactive method. - This methodology improves the abilities of the individuals and the group as a whole in the areas of interpersonal relations, communication, openness, trust, power sharing, influence of authority, outburst of egoism of individuals. - The hidden agenda or dark-side of the participants surfaces outside.
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Sensitivity Training (T-Group Trg.)

This method is usually described as a Laboratory training method, Sensitivity Training, L-Group (Learning Group) training or T-Group training (Training Group). This is a group training method where intensive participation and immediate feedback are two important components.

Sensitivity Training (T-Group Trg.)

The method mainly consists of a small group of 10 15 trainees working under close observation of trainer. The group has no fixed agenda or instructions or training schedule. In the beginning it is only a combination of individuals. Then they slowly develop into a group and start sharing their experiences on wider topics, management problems, their views and opinions about themselves and others. The trainers become less active after giving the broad objectives to the group.

Sensitivity Training (T-Group Trg.)

In course of time, the trainers role is limited to asking questions here and there. The group discusses, argues and even conflicting emotional, unpleasant situations arise among the group members. The group members give and receive feedback and on their own start working towards the objectives in their own style. The trainer interferes wherever necessary to facilitate the group with his reactions and interactions.

Sensitivity Training (T-Group Trg.)

The duration of the program is from 2 7 days depending on the purpose for which the training is intended. Some trainers use T-Groups, exercises and instruments all in the same programme. This method is known as instrumented T-Group. Based on the target group, T-Group training is divided into 3 types : - The stranger group consisting of strangers - Family group for trainees from same department of a company. - Cousin groups have trainees from different departments from same organization.

Sensitivity Training (T-Group Trg.)

Advantages : It is a participation oriented methodology based on self-learning process, very much suited for mature groups. - The mental blocs or hidden agenda of participants are removed in a spontaneous process. This is a healthier process. - Develops interaction skills and the trainee learns in a practical situations how to structure himself to interact with others.
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Sensitivity Training (T-Group Trg.)

Disadvantages : - It is a very touchy and sensitive type of program and some managers cannot put up with it. - The participants with mild or strong psychological diseases may upset the entire programme. - It is difficult to get highly trained, experienced, specialized and talented trainers to conduct sensitivity training programmes. - The sensitivity training is not suitable below certain levels.

Transactional Analysis (TA)

Transactional Analysis (TA)

This is also a method of T-Group training. TA can help us to eradicate or minimize the dysfunctional aspect of our personality. The life script is the basic concept of TA. Each person based on his experiences during the first five years of life draws up a future life script. He or she then modifies it during adolescence and attempts to abide by it. It incorporates our goals, ambitions and means of achieving these with time spans. TA experts say it is possible to change your life script to a happy one.

Transactional Analysis (TA)

The TA programs can vary from 1 to 5 days. It involves sharing of concepts and knowledge of TA, playing structured exercises and games, leading participants to look at themselves and their behavior. As in T Groups, participants examine the here and now data to assess their personalities, how they relate to self and others and in understanding preconceived notions. This enables participants to develop better interpersonal competence to achieve a specific purpose on the job or beyond.

Fish Bowl Method

This is another experiential method of training involving the active participation of trainees to enhance their learning experience. It is essentially used in providing skills in understanding human behavior. It effectively uses group interaction to develop in the participants a degree of self-awareness. Fish Bowl can be put to use for : individual and group behavior, content of communication, roles individuals play in groups, inter-group conflicts, levels of participation, dynamics of group problem solving and decision making, and inter-personal relations.

Fish Bowl Method

The Fish-Bowl exercise is conducted to : - Inculcate in the participants the discipline of observing others and on the basis of this, provide objective and constructive feedback. - Learn about oneself, ones behavior and personality as seen through the eyes of others and consequently to overcome weaknesses and improve upon strengths.

Fish Bowl Method

The exercise can involve upto 25 participants seated in 2 concentric circles. The target group in inner circle discusses a topic, while the outer group observes them. Later, the outer group members comment on the content and the dynamics and group processes of the inner group members. The trainer acts as the facilitator and guides the participants and the processes towards constructive results. After one cycle of the exercise is completed, the groups change their place.

Fish Bowl Method

Feedback may be provided either ways ; Each member of the outer group observes one member of the inner group on all aspects of group dynamics - Each member of the outer group observes all members of the inner group on a specific dimension of group process.
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Fish Bowl Method

Group Task Roles are behaviors that help the group solve its problem or accomplish its tasks. These roles include : - Initiator - Information / opinion seeker - Information / opinion giver - Clarifier - Coordinator - Orienter

Fish Bowl Method

Group Building Roles help members to function together as a group ad maintain good interpersonal relationships : - Supporter - Harmonizer - Tension Reliever - Encourager

Fish Bowl Method

Self-centered Roles satisfy an individuals needs without regard for the other members of the group : - Blocker - Aggressor - Recognition Seeker - Clown - Coordinator - Dominator

Implementation of Training Programme

Implementation Phase
Input Instructional Material Process Output

Instructional Equipment Dry Run Trainer & Trainee Manuals

Pilot Program

Training Implementation

Facilities

Evaluation and Assessment of utility

Implementation Phase
Dry run is not designed to actually train the participants; it is to determine the value and clarity of the various pieces of the training program in a controlled setting. To get as many key perspectives as possible, some potential trainees, some content experts and some members of the training design and development team participate in the dry run. The dry run may not require all the training modules in the program to be tested. Based on the feedback after the dry run, revise the training program.

Implementation Phase
Pilot Program is a full fledged training program with trainees present. The trainees, however, are chosen with care to ensure that people who are generally supportive and not likely to be disruptive are present. This is to spread a positive word about the training for future batches. The pilot program also provides with additional inputs for further refining the training.

Implementation Phase
The main goals of Pilot training are : Provide the trainees with the relevant training. - Assess further the timing and relevance of modules and various training components. - Determine the appropriateness, clarity and flow of material. - Help future trainers get trained.
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Tips for trainers

Preparation - Arrive early to ensure equipment and logistics are in order - Try them once - Check for flip charts, markers etc. The beginning of Training - Greet trainees and have small talk with them. - Start on time to reinforce the importance of time. - Start with some ice breaker to accommodate those who are late - Ask people for their expectations - Go thru the agenda - Clarify rules during training

Tips for trainers

Setting the Tone - Dress appropriately - Use podium for a straight lecture method. Listening & Questioning - Initially share your experiences, but later encourage trainees to share their experiences related to training. - Provide clear instructions while doing any exercise to avoid misunderstanding. -Trainees are different (Quiet, talkative, angry, comedian etc.)

Questions???

Thanks