Traditional Training

Methods
Chapter 4
6th Edition
Raymond A. Noe
McGraw-Hill/Irwin Copyright © 2013
Learning Objectives
• Discuss the strengths and weaknesses of
presentational, hands-on, and group building
training methods
• Provide recommendations for effective on-the-job
training (OJT)
• Develop a case study
• Develop a self-directed learning module

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Introduction
Traditional training methods
Require an instructor or facilitator
Involve face-to-face interactions

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1. Presentation Methods
Trainees are passive recipients of information, which
may include:
Facts or information
Processes
Problem-solving methods
Includes lectures and audio-visual techniques

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Presentation Methods
•i. Lecture
• Trainers communicate through spoken
words
• Least expensive and least time-
consuming ways to present information
• Easily employed with large groups of
trainees
• Supports behavior modeling and
technology-based techniques
• Is often supplemented with question-
and-answer periods, discussion, video,
games, or case studies

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Presentation Method

• Disadvantages of a lecture
1. Lacks participant involvement,
feedback, and meaningful
connection to work environment
2. Appeals to few of the trainees’
senses
3. Makes it difficult to judge learners’
level of understanding

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Table 7.1 - Variations of the Lecture
Method

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Presentation Methods
. Audiovisual instruction
•2

It is the combination of two media audio and vedio

media e.g. Tape record, Microphones, Ear phones, Slide,
film strips etc.

• It Used for improving communications,

interviewing, and customer-service skills
• Used for illustrating how procedures
should be followed
• Disadvantages
• Too much content for the trainee to
learn
• Overuse of humor, music, or drama
may make it difficult to understand
the important learning points

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Hands-on Methods
Advantages Disadvantages

1. On-the-job  Customized to the  Managers and peers may

training (OJT) experiences and abilities of not use the same
trainees. process to complete a
 Training is immediately task.
applicable to the job.  Overlooks that
 Save costs. demonstration, practice,
 Can be offered at any and feedback are
time, and trainers will be important conditions for
available because they are effective on-the-job
peers. training.
 Unstructured OJT can
result in poorly trained
employees.

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Hands-on Methods
Advantages Disadvantages
2. Self directed • Allows trainees to learn at • Trainees must be
learning their own pace and receive motivated to learn on
feedback about the learning their own
Employees performance • Higher development
• Take responsibility • Requires fewer trainers, costs
for all aspects of reduces costs associated with
learning • Development time is
travel and meeting rooms, longer
• Determine when it and makes multiple-site
is conducted and training more realistic
who will be • Provides consistent training
involved content
• Makes it easier for shift
employees to gain access to
Trainers serve as training materials
facilitators

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Hands-on Methods
Advantages Disadvantages

3. Apprenticeship • Learners can earn pay • High development

Work-study while they learn costs
training method • Involves effective • Increased time
with both on-the- learning commitment required
job and about “why and of management and
classroom how” journey workers
training • Results in full-time
employment for trainees

• Meets specific business • Limited access for

training needs and help minorities and
attract talented employees women
• No guarantee of full-
time employment
• Training results in
narrow focus
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Hands-on Methods
4. Simulation
Represents a real-life situation
Trainees’ decisions and the resulting outcomes mirror
what would happen in real work situations
Replicates the physical equipment that employees use
on the job
Is used to teach production, process skills,
management, and interpersonal skills

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Hands-on Methods
5. Case studies
Description about how employees or an organization
dealt with a difficult situation
Trainees are required to:
 Analyze and critique the actions taken
 Indicate the appropriate actions
 Suggest what might have been done differently

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Hands-on Methods
Appropriate for developing higher order intellectual
skills
Help trainees develop the willingness to take risks
Case may not actually relate to the work situation or
problem that the trainee will encounter

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Table 7.5 - Process for Case
Development

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Hands-on Methods
6. Business games
Require trainees to gather information, analyze it, and
make decisions
Primarily used for management skill development
Mimic the competitive nature of business
Designed to demonstrate understanding or application
of knowledge, skill, or behavior
Provides several alternative courses of action
Rules limit participant behavior
https://www.trainerbubble.com/downloads/category/free-tr
aining-resources/free-training-games/

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Table 7.6- Questions to Use When
Debriefing A Game

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Hands-on Methods
7. Behavior modeling
Demonstrates key behaviors to replicate
Provides trainees with the opportunity to practice the
key behaviors
Based on the principles of social learning theory
More appropriate for teaching skills and behaviors than
factual information

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Hands-on Methods
Developing behavior modeling training programs
requires determining:
 The tasks that are not being adequately performed due to
lack of skill or behavior
 The key behaviors that are required to perform the task.
Key behavior: Set of behaviors that are necessary to
complete a task
Modeling display: Key behaviors that trainees will
practice to develop the same set of behaviors

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Table 7.8 - Activities in a Behavior
Modeling Training Program

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Hands-on Methods
Modeling display
 Key behaviors that the trainees will practice to develop
the same set of behaviors
 Characteristics of effective modeling display
 Clearly presents key behaviors
 Is credible to trainees
 Overview of key behaviors is presented
 Key behavior is repeated
 Review of key behaviors is included
 Both positive and negative use of key behaviors is
presented

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