PowerPoint

Presentation for
Managing Performance
through Training and
Development

Adapted by
Alan Saks
University of Toronto

Copyright © 2019 by Nelson Education Ltd. 5-1

 Chapter 5

Off-the-Job Training Methods

Copyright © 2019 by Nelson Education Ltd. 5-2

 Learning Outcomes
After reading this chapter, you should be able to:
• Explain the difference between instructional
methods and instructional media
• Compare and contrast the use and
effectiveness of different instructional
methods
• Explain how to design a simulation with high
physical and psychological fidelity
Copyright © 2019 by Nelson Education Ltd. 5-3
 Learning Outcomes
• Choose an appropriate instructional
method for a training program
• Discuss the implications of an aptitude-
treatment interaction for training

Copyright © 2019 by Nelson Education Ltd. 5-4

 Introduction
• Instructional methods are the techniques used
to stimulate learning
• Off-the-job methods take place outside the
work setting, usually in a classroom

Copyright © 2019 by Nelson Education Ltd. 5-5

 Introduction
• In Canada and the United States, instructor-
led classroom training remains the primary
and most popular method of providing
training
• A survey of Canadian workers found that over
one-third of them consider in-house,
instructor-led workshops the most valued type
of training

Copyright © 2019 by Nelson Education Ltd. 5-6

Instructional Methods

Copyright © 2019 by Nelson Education Ltd. 5-7

 Lectures
• A training method
in which the trainer
presents to trainees
the content to be
learned
• Lectures are an
effective method
for training several
types of skills and
tasks
Copyright © 2019 by Nelson Education Ltd. 5-8
 Discussion Method
• Two-way communication between the trainer
and trainees as well as among trainees
• It is one of the primary ways to increase
trainee involvement in the learning process

Copyright © 2019 by Nelson Education Ltd. 5-9

 Case Study Method
• A training method in which trainees discuss,
analyze, and solve problems based on a real
situation
• Case studies develop analytical ability,
sharpen problem-solving skills, encourage
creativity, and improve the organization of
thoughts and ideas

Copyright © 2019 by Nelson Education Ltd. 5-10

 Case Incident Method
• A training method in which one problem,
concept, or issue is presented for analysis
• One of the most accessible ways of adding
an experiential or real-world component
into a lecture

Copyright © 2019 by Nelson Education Ltd. 5-11

 Behaviour Modelling Training (BMT)
• Trainees observe a model performing a task
and then attempt to imitate the observed
behaviour
• It is based on social cognitive theory and
observational learning

Copyright © 2019 by Nelson Education Ltd. 5-12

 Behaviour Modelling Training (BMT)
• Behaviour modelling is based on four
principles of learning:
1. Observation (modelling)
2. Rehearsal (practise)
3. Reinforcement (reward)
4. Transfer

Copyright © 2019 by Nelson Education Ltd. 5-13

 Behaviour Modelling Training (BMT)
• The effect on skills development is greatest
when learning points are used and presented
as rules to be followed and when training time
is longer

Copyright © 2019 by Nelson Education Ltd. 5-14

 Behaviour Modelling Training (BMT)
• Transfer of learning on the job is greatest
when models displaying positive and negative
behaviours are used, trainees are instructed to
set goals, trainees’ superiors are trained, and
rewards and sanctions are provided for using
or failing to use newly learned skills on the job

Copyright © 2019 by Nelson Education Ltd. 5-15

 Behaviour Modelling Training (BMT)—
Mixed Modelling Strategy

• A mixed modelling strategy shows trainees

what should be done (a positive model) as
well as what should not be done (a negative
model)

Copyright © 2019 by Nelson Education Ltd. 5-16

 Role Play
• Trainees are
given the
opportunity to
practise new
behaviours in a
safe
environment

Copyright © 2019 by Nelson Education Ltd. 5-17

 Role Play
• Three phases in the role-play experience:
1. Development
2. Enactment
3. Debriefing

Copyright © 2019 by Nelson Education Ltd. 5-18

 Reverse Role Play
• Reverse role plays occur when trainees put
themselves in another person’s position

Copyright © 2019 by Nelson Education Ltd. 5-19

 Multiple Role Play
• When a role play involves groups of trainees
acting out various roles

Copyright © 2019 by Nelson Education Ltd. 5-20

 Think and Share
• Have you learned from these instructional
methods: behaviour modelling and role play?
• What were you learning?
• Briefly describe your experience.

Copyright © 2019 by Nelson Education Ltd. 5-21

 Simulations
• The use of operating models of physical or
social events designed to represent reality
• They are models or active representations
of work situations that are designed to
increase trainee motivation, involvement,
and learning

Copyright © 2019 by Nelson Education Ltd. 5-22

 Simulations
• Equipment simulators
are mechanical devices
similar to those
employees use on the
job, e.g., a flight
simulator

Copyright © 2019 by Nelson Education Ltd. 5-23

 Simulations
• A successful simulation involves four steps:
– Preparing for the simulation
– Delivering the simulation
– Debriefing the simulation
– Following up on the simulation
• Simulations should have physical and
psychological fidelity

Copyright © 2019 by Nelson Education Ltd. 5-24

 Games
• Training methods that involve structured
competition which allows trainees to learn
specific skills
• Games have rules, principles, and a system for
scoring
• They enhance the learning process by
injecting fun and competition, generating
energy, and providing opportunities for people
to work together
Copyright © 2019 by Nelson Education Ltd. 5-25
 Games
• To be effective, games should:
– Be well planned and prepared
– Linked to training objectives
– Include a debriefing session so that trainees
understand the purpose of the game and
the critical skills and behaviours to be
learned

Copyright © 2019 by Nelson Education Ltd. 5-26

 Action Learning
• A method in which trainees solve real-world
problems and accept responsibility for the
solution
• Problem-based learning requires trainees to
solve real or simulated open-ended problems

Copyright © 2019 by Nelson Education Ltd. 5-27

 Action Learning
• The goals of action learning are to involve and
challenge the trainee, and to move employees
from passive observation to identification with
the people and the vision of the organization

Copyright © 2019 by Nelson Education Ltd. 5-28

 Instructional Media
• Not an instructional method; instead, the
medium or media used to deliver the content
and methods
– Audio-visual methods include various forms
of media used to illustrate key points or
demonstrate actions or behaviours and
include videos, DVDs, and slides to
supplement lectures and discussions

Copyright © 2019 by Nelson Education Ltd. 5-29

Choosing an Instructional Method
• Dependent upon training objectives and
learning outcomes
• Cost and resource availability
• On-the-job application
• Trainer skill and preferences
• Trainee preferences and characteristics

Copyright © 2019 by Nelson Education Ltd. 5-30

 Aptitude-Treatment Interaction
• Situations in which the effect of a training
method on trainees depends on trainee
characteristics (e.g., aptitude, self-efficacy,
demographics)

Copyright © 2019 by Nelson Education Ltd. 5-31

 Blended Training
• The use of a combination of approaches to
training, such as classroom(i.e. off-the-job)
training, on-the-job training, and computer
technology
• A blended delivery approach has a number of
benefits

Copyright © 2019 by Nelson Education Ltd. 5-32

 Activity
• Which off-the-job training methods would be
more effective for these?

1. To resolve conflict in a constructive way

2. To rescue earthquake victims

Copyright © 2019 by Nelson Education Ltd. 5-33

 Activity (continued)
• Which off-the-job training methods would be
more effective for these?

1. To conduct performance evaluation meetings

2. To provide wait/table service for fine dining

customers

Copyright © 2019 by Nelson Education Ltd. 5-34

 Summary
• Described and analyzed nine of the most
common instructional methods, with
instructional tips to maximize trainee learning
and retention
• Explored instructional media and how they
can be used with instructional methods

Copyright © 2019 by Nelson Education Ltd. 5-35

 Summary
• Reviewed factors with respect to what to
consider when choosing training methods
• Explored importance of combining methods
and using a blended delivery approach

Copyright © 2019 by Nelson Education Ltd. 5-36

 Key Terms
• Action learning • Games
• Aptitude • Instructional media
• Aptitude–treatment interaction • Instructional methods
(ATI)
• Lecture
• Audio-visual methods
• Mixed modelling strategy
• Behaviour modelling training
(BMT) • Multiple role play
• Blended training • Physical fidelity
• Case incident • Problem-based learning
• Case study • Psychological fidelity
• Discussion method • Reverse role play
• Equipment simulators • Role play
• Flipped classroom • Simulations
Copyright © 2019 by Nelson Education Ltd. 5-37