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Training Methods: BY: Asim N.Pahwa

The document discusses various training methods. Cognitive or off-the-job training methods include lectures, computer-based training, vestibule training/simulation, business games, and case studies which provide information away from the workplace. Behavioural or on-the-job training involves job rotation, coaching, apprenticeships, and internships which allow trainees to learn skills through real experience on the job. Both methods have advantages like practical learning but cognitive training has issues like lack of relevance while behavioural training risks teaching bad practices.

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Ishan Sahni
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35 views22 pages

Training Methods: BY: Asim N.Pahwa

The document discusses various training methods. Cognitive or off-the-job training methods include lectures, computer-based training, vestibule training/simulation, business games, and case studies which provide information away from the workplace. Behavioural or on-the-job training involves job rotation, coaching, apprenticeships, and internships which allow trainees to learn skills through real experience on the job. Both methods have advantages like practical learning but cognitive training has issues like lack of relevance while behavioural training risks teaching bad practices.

Uploaded by

Ishan Sahni
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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TRAINING METHODS

BY:
ASIM N.PAHWA
TRAINING

• Training is an “opportunity” for learning


• Described as” providing the conditions in which
people can learn effectively”. To learn is “ to
gain knowledge, skill and ability”
• Training cause learning, as a result of learning
development occurs.
TRAINING METHODS

TRAINING

COGNITIVE METHODS BEHAVIOURAL METHODS


OFF THE JOB TRAINING ON THE JOB TRAINING
Cognitive Methods

Cognitive methods provide verbal or written


information, demonstrate relationships among
concepts, or provide the rules for how to do
something. These types of methods can also be called
as off-the-job training methods.
Behavioral Methods

Behavioral methods allow trainee to practice


behaviour in real or simulated fashion. They stimulate
learning through behaviour an are best for skill
development and attitude change. These methods can
be called as on-the-job training methods.
COGNITIVE METHODS
OFF THE JOB TRAINING
METHODS
• The Lecture
• Computer Based Training
• Vestibule Training: Simulation
• Business Games
• Case Studies
• Role Playing
Lecture

The lecture is best used to create a general


understanding of a topic or to influence attitudes
through education about a topic.
Computer Based Training

• Computer based training can be defined as that any


training that occurs through the use of computer.
• E- Learning new ways of delivering training
programs are constantly being developed in the
attempts to match the high speed at which businesses
are moving. One of the new methods of delivering
training programs is with online .
Vestibule Training: Simulation

• Vestibule Training involves the virtual duplication


of work environment in an off-site setting.
• Simulation exercises place the trainee in an artificial
environment that closely imitates actual working
conditions where the trainer demonstrates on the
same kind of machine and using the same procedures
that trainees will use on the job.
Business Games

Business games are form of simulations in which


participants learn how to deal with a variety of issues
in a simulated business environment. Trainees are
provided with information describing a situation and
are asked to make decisions about what to do. (e.g.,
develop leadership skills, strengthen executive and
upper management skills)
Case Studies

• Details of series of events, either real or hypothetical,


which take place in a business environment.
• Participants are asked to sort through data provided
in the case to identify the principal issues and then
propose solutions to these issues
Role Playing

• The purpose of this method is to give participants a


chance to experience such situations in a controlled
setting.
• Trainees are provided with a description of the
context usually a topic area, a general description of a
situation, a description of their roles, and the problem
they each face.
ADVANTAGES

• Use of specialist trainers and accommodation


• Employee can focus on the training - and not
be distracted by work
• Opportunity to mix with employees from other
businesses
DISADVANTAGES

• Employee needs to be motivated to learn


• May not be directly relevant to the employee's job
• Costs (transport, course fees, examination fees,
materials, accommodation)
BEHAVIOURAL METHODS
ON THE JOB TRAINING
• Job Rotation
• Coaching
• Apprenticeship Training
• Internship
Job Rotation

• Job rotation is the systematic movement of employees from job to job or


project to project within an organization, as a way to achieve many
different human resources objectives.
• Excellent job rotation program can decrease the training cost while also
increasing the impact of training, because job rotation is a hands on
experience. Make individuals more self-motivated, flexible, adaptable,
innovative, eager to learn and able to communicate effectively and better
understanding of strategic issues.
• One of the possible problems with the rotation programs will be the cost,
because job rotation increase amount of management time to spent on
lower level employees.
Coaching

• Coaching is the process of one-on-one guidance and


instruction to improve knowledge, skills and work
performance.
• Coaching is becoming a very popular means of
development, and often includes working one-on-one
with the learner to conduct a needs assessment, set
major goals to accomplish, develop an action plan, and
support the learner to accomplish the plan.
Apprenticeship Training

• Apprenticeship is another form of on-the-job


training, is one of the oldest forms of training.
Apprenticeship are designed to provide planned,
practical instruction over a significant time span.
Apprenticeship were the major approach to learning a
craft.
Internship

• Internship are opportunities for students to get real


world experience, often during summer vacations as a
part of fulfilling requirements for degree programs.
Internship are offered usually by organization to
college students wanting to find work experience.
The internship offer precious, real life job experience
and the organization often get skilled, highly
dedicated service.
ADVANTAGES

• Practically performing
• Proper guidence by supervisor while doing the task
• Immediate feedback
• Learning can be implemented immediately
• The person giving the instruction often knows the job
better than a full-time trainer could
• The training is clearly relevant to the job.
DISADVANTAGES

• They training may not be rigorous, efficient or


systematic
• Trainees may be given boring and repetitive tasks
• Some workers may not be good at teaching their own
skills; they may pass on bad work practices.
• Untrained workers can make mistakes and create
hazards. 
THANK YOU!!

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