Description
With so many options available, I want you to pick which method you consider to be your favorite. Give me three positive aspects of this method – they must be part of the reason why it is your favorite training method. Come up with the ideal job training situation (yes, make it up) where your method would best be suited. Convince me, your employer, to allow you to use this method in an upcoming training seminar.You are to create a 1-2 page memo to present your case. Make sure it is clear which method you chose, your three positive aspects, and what type of job you would like this training to be connected to in a seminar.
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Because learning changes everything.®
Chapter 7
Traditional Training
Methods
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No reproduction or further distribution permitted without the prior written consent of McGraw Hill, LLC.
Objectives
1. Discuss the strengths and weaknesses of presentational, hands-on,
and group building training methods
2. Provide recommendations for effective on-the-job training (OJT)
3. Develop a case study
4. Develop a self-directed learning module
5. Discuss the key components of behavior modeling training
6. Explain the conditions necessary for adventure learning to be
effective
7. Discuss what team training should focus on to improve team
performance
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70-20-10 Model
o 70 percent of learning derives from job-related experiences
o 20 percent of learning derives from interactions with others
o 10 percent of learning derives from formal educational events
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A Learning System
Guided Competency Learning
o well defined competencies trained via lecture and online methods
Social Competency Learning
o well defined competencies learned via mentoring, job experiences,
and coaching
Guided Contextual Learning
o context dependent competencies trained via simulation, on-the-job
training, behavior modeling, and experiential learning
Social Contextual Learning
o context dependent competencies learned via social media and
informal interactions through others
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Traditional Training Methods
Lecture
Audiovisual
Techniques
On-the-job
Training
Self-Directed
Learning
Apprenticeship
Simulations
Case Studies
Business
Games
Role Plays
Behavior
Modeling
Adventure
Learning
Team Training
Action Learning
Traditional Training Methods Long Description
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Lectures
o Lectures may have different formats
o Standard lecture—trainer speaks and trainees listen
o Team teaching—two or more trainers present
o Guest speakers
o Panel—multiple speakers present and ask questions
o Student presentations—groups of trainees present
o Advantages
o relatively inexpensive and efficient for large groups
o useful when the instructor is the main knowledge holder
o Disadvantages
o passive
o potentially weak connection to the work environment
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Audiovisual
o Includes overheads, slides, and video
o Video is highly popular, but rarely used alone
o Video can be effective for illustrating communication skills,
interviewing skills, customer-service skills, and step-by-step
procedures
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Video
o Advantages
o can demonstrate content that cannot be easily demonstrated live
o provides consistency
o useful complement to other methods
o Disadvantages
o creative approach may be weak
o may become obsolete
o passive
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On-the-Job Training (OJT)
o Involves learning by observing others and emulating their behavior
o Considered informal because it does not occur in a classroom and
because managers or coworkers are trainers
o Advantages
o requires less time and cost than formal training
o customized and offered at any time
o focuses on actual job content
o Disadvantages
o may be inconsistent
o bad habits may be passed on
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Enhancing OJT
o Effectively prepare for instruction by breaking tasks down into
important steps
o Prepare the necessary resources and support prior to training
o Show trainees how to perform the task and explain key points
o Have the trainee practice small parts and then the entire task
o Provide praise and constructive feedback
o Have the trainee practice until accurate reproduction is achieved
o Provide support materials to facilitate transfer
o Evaluate the OJT
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Apprenticeships (1)
o Work-study type training involving on-the-job and classroom training
o Typically sponsored by a company or trade union
o Common in skilled trades, such as carpentry, plumbing, and welding
o Trainee advantages
o earn pay while they learn
o wages increase as skills improve
o competitive job offers
o Trainee disadvantages
o historically restricted access to women and minorities
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Apprenticeships (2)
o Employer advantages
o meet specific business needs
o attract talented employees
o trainees are skilled and motivated
o Employer disadvantages
o costly
o potentially narrow skill set
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Simulations
o Training method that represents a real-life situation where trainees’
decisions result in outcomes that mirror what would happen on the job
o The best simulations have a high degree of identical elements
o Advantages
o highly realistic hands-on practice
o allow trainees to make mistakes
o Disadvantages
o potentially expensive to develop
o may be difficult to incorporate identical elements
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Case Study
o In-depth scenario on how employees or an organization dealt with a
difficult situation
o Trainees are required to analyze and critique the actions taken,
indicate appropriate actions, and suggest what should have been
done differently
o Advantages
o useful for developing intellectual skills
o engaging for learners
o Disadvantages
o trainees must be highly motivated and have a degree of expertise
o recommendations are merely hypothetical
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Four Types of Case Studies
1. Illustrative case studies include one or two instances of an event or a
concept to provide trainees with information and clarity
2. Explanatory case studies are those that describe events or
phenomena where the results are known and not open to
interpretation
3. Intrinsic case studies focus on a person such as a leader, manager,
or patient
4. Critical instance case studies are those that examine one or more
situations to emphasize a point or test an assumption
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Steps in Developing a Case Study
Identify a
story
Gather
information
Prepare a
story outline
Decide on
administrative
issues
Prepare case
materials
Steps in Developing a Case Study Long Description
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Business Games (1)
o Common characteristics of games:
o involve a contest or competition
o designed to demonstrate an application of a knowledge or skill
o alternative courses of action are available
o trainees do not know for certain the consequences of their actions
o rules limit participant behavior
o Advantages
o can be used for training that would otherwise involve risk of
accident or high cost
o active involvement
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Business Games (2)
o Disadvantages
o difficult to develop
o not always realistic
o trainees must be motivated
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Debriefing Business Games
o How did the score of the game affect your behavior and the behavior
of the team?
o What did you learn from the game?
o What aspects of the game remind you of situations at work?
o How does the game relate to your work?
o What did you learn from the game that you plan to use at work?
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Role Plays
o Require trainees take on a role, such as a manager or disgruntled
employee, and explore what is involved in the role
o Often included in programs focused on the development of
interpersonal skills
o Advantages
o allow trainees to practice skills
o trainees are engaged
o Disadvantages
o trainees may not always take role playing seriously
o scenarios may not be realistic
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Enhancing Role Plays
o Explain the background and context
o Provide a script with sufficient detail
o Arrange the room so other trainees can see
o Provide observation sheets and checklists that highlight key issues
o Provide sufficient time to debrief and provide feedback
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Behavior Modelling
o Hands-on method that involves presenting to trainees a model,
highlighting the key aspects of the model, practice, and feedback
o Based on social learning theory
o Advantages
o hands-on practice
o highly effective in promoting transfer
o Disadvantages
o potentially time consuming to implement
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Effective Modelling Displays
o Clear presentation of the key behaviors
o A model that is credible to trainees
o An overview of the behaviors
o Repetition of each behavior
o A review of the behaviors
o Models using the behaviors correctly and incorrectly
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Adventure Learning
o Method aimed at developing teamwork, leadership skills, and
o Exercises must be related to a specific learning objective
o Advantages
o trainees interact and build relationships
o can be self-enlightening and invigorating
o Disadvantages
o potential physical harm
o costly
o not all trainees may be motivated
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Team Training
o Three key aspects of team performance
o Behavior—teams must communicate, coordinate, adapt, and
complete complex tasks
o Knowledge—teams must have “mental models” that allow them to
function effectively
o Attitudes—members must have favorable attitudes toward each
other
o Advantages
o when properly designed, results in more effective teams
o Disadvantages
o potentially costly
o time consuming
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The Structure of Team Training
The Structure of Team Training Long Description
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Action Learning
o Involves assigning teams an actual problem, committing to an action
plan, and holding them accountable
o Used to solve important problems, develop leaders, build teams, and
transform organizational cultures
o Advantages
o highly interactive and engaging
o highly effective in developing the target skills and promoting
transfer
o Disadvantages
o requires trainees with a high level of ability
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Choosing a Method
o A variety of considerations should be taken into account
o The learning outcome (which is most important)
o The learning environment
o Transfer of training considerations
o Cost
o Overall effectiveness
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General Trends
o There is considerable overlap in learning outcomes across methods
o Hands-on methods are more effective than presentation methods
o Presentation methods are less expensive
o Where possible, use multiple methods to capitalize on the strengths of
each
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Discussion
Question
o What are the implications of the
70-20-10 model for choosing a
training method?
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Discussion
Question
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o What are the differences between
social contextual learning and
guided competency development?
Are both types of learning (and
associated training methods)
necessary? Explain.
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Discussion
Question
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o What are the strengths and
weaknesses of the lecture, the
case study, and behavior
modeling?
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Discussion
Question
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o If you had to choose between
adventure learning and action
learning for developing an
effective team, which would you
choose? Defend your choice.
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Discussion
Question
o Discuss the process of behavior
modeling training.
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Discussion
Question
o How can the characteristics of the
trainee affect self-directed
learning?
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Discussion
Question
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o What are the components of
effective team performance? How
might training strengthen these
components?
36
Discussion
Question
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o Table 7.11 compares training
methods on a number of
characteristics. Explain why
simulation and behavior modeling
receive high ratings for transfer of
training.
37
Discussion
Question
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o What are some reasons why onthe-job training (OJT) can prove
ineffective? What can be done to
ensure its effectiveness?
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Discussion
Question
o Why are apprenticeship programs
attractive to employees? Why are
they attractive to companies?
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Discussion
Question
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o Discuss the steps of an action
learning program. Which aspect of
action learning do you think is
most beneficial for learning?
Which is most beneficial for
transfer of training? Explain why.
Defend your choices
40
Because learning changes everything.
www.mheducation.com
© McGraw Hill, LLC. All rights reserved. Authorized only for instructor use in the classroom.
No reproduction or further distribution permitted without the prior written consent of McGraw Hill, LLC.
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