Effective Training: Strategies, Systems and Practices, 2nd Edition

1
Effective Training Strategies, Systems and
Practices, 2nd Edition

• Chapter Six
• Training Methods

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Session Overview

• Describe the various formats, purposes,
  procedures, strengths, and limitations of
  following training methods
• Lecture
• Demonstrations
• Computer-Based
• Games and Simulations
• On-the-Job

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Training Approaches

• Training Methods can be divided into two
• approaches
• Cognitive Methods provides verbal or written
  information, demonstrate relationships among
  concepts
• Behavioral Methods allows the trainee to
  practice behavior in a real or simulated fashion
• Both Cognitive and Behavioral methods
• are used to change attitudes!

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Training Method Learning

• Various methods differ in the way they influence
  knowledge, skills and attitudes
• Three levels of knowledge
• Declarative store of factual information
• Procedural understand how/when to apply facts
• Strategic planning, monitoring and revising
  goal directed activity, including
  learning
• Skills two levels of skill acquisition
• Compilation (lower level)
• Automaticity (higher level)
• Attitudes
• Affect motivation levels, which influence
  behavior

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Various Training Methods

• Training Methods
• Lecture
• Demonstrations
• Computer-Based
• Games and Simulations
• On-the-Job

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Training Methods

• Training Methods Usage (Training, 1997)
• Classroom Lecture (94)
• Video (74)
• Audiovisual (56)
• Role Play (52)
• Case Study (38)
• Computer based Training using CD-ROM (36)
• Games (28)
• Computer Based Training using Intranet (21)

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Training Methods - Lecture

• Second oldest form of training
• Used to create understanding of a topic or to
  influence attitudes through education about a
  topic
• Most useful when trainees lack declarative
  knowledge
• Trainees role listen, observe, and perhaps take
  notes

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Training Methods - Lecture

• Three lecture variations
• Straight lecture does not include trainees
  interacting with the trainer
• Lecturette has the same characteristics as the
  lecture but usually lasts fewer than 20 minutes
• Discussion uses a lecturette to provide
  trainees information that is supported,
  reinforced, and expanded on through interactions
  both among trainee/trainer and is more effective
  method at producing attitude changes than
  straight lecture

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Strengths of Lectures

• Lecture strengths
• Low development costs
• Time efficient in terms of development delivery
• High degree of trainer control over the training
  process content
• Good at capturing the trainees attention in the
  short-term (tends to decline after 15 to 20
  minutes)

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Training Methods - Demonstration

• Oldest form of training
• Is a display of how to do something or how
  something works
• Demonstrations, like lectures, can be
  differentiated by the level of interaction of the
  trainee.

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Basic Demonstration Components and Their Effects
on Learning
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Training Methods - CBT

• Computer-Based Training (CBT)
• any training program that occurs through the
  use of a computer
• Programmed instruction (PI) foundation of CBT
  and is method of self-paced instruction
• Used best to increase declarative knowledge

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Computer-Based Training (CBT)

• Types of CBT
• Intelligent Tutoring Systems
• Interactive Multimedia
• Virtual Reality

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Intelligent Tutoring Systems

• Intelligent Tutoring Systems (ITS)
• Next generation of programmed instruction
• Uses artificial intelligence to
• generate instruction that matches the trainees
  individual needs.
• communicate and respond to trainees questions.
• learn from the responses of the trainee what
  approach to take in teaching the trainee.

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Intelligent Tutoring Systems

• Component of ITS
• Domain expert knowledge about the best way to
  perform task (called the expert knowledge
  database)
• Trainee model stores information about
  trainees performance
• Trainee session manager interprets trainees
  responses by responding with coaching or tutoring
• User interface is the equipment that allows the
  trainee to interact with the ITS (computer
  keyboard, mouse, or joystick)

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Interactive Multimedia

• Interactive Multimedia Training
• integrates the use of text, video, graphics,
  photos, animation, and sound to produce training
• In the form of computer-based simulation
• Job specific
• Example (Action 6-2)

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Virtual Reality Training (VR)

• Virtual Reality Training
• Puts the trainee in an artificial
  three-dimensional environment that simulates
  events situations experienced on the job
• 3-D learning simulation using devices such as
  headsets, gloves, treadmills

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CBT - Advantages

• Advantages
• 24/7 accessibility
• Interactive
• Trainees can control their learning
• Unlimited time for learning (mastery of content)
• Progress/testing tracks progress

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CBT - Challenges

• CBT Challenges
• Lacks face-to-face contact or interaction
• Requires self-motivation to complete
• High developmental costs
• Trainees must be computer literate
• Potentially brief shelf-life
• High degree of computer literacy to develop CBT
  training material

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CBT - Applications

• CBT Applications
• Reaches many people
• Trainees can be in remote locations
• Interaction between people not needed
• Trainees can vary in knowledge level
• Can be used as an on-the-job training reference
• Ideal for refresher or follow-up training

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Games Simulation Training

• Games Simulation Training
• designed to simulate processes, events, and
  circumstances that occur in the trainees job

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Games Simulation

• Variety of Games Simulation
• Equipment simulators (airplane simulators)
• Business Games
• In-Basket Technique (memos, messages, reports
  decision making)
• Case Studies
• Role Play (enactment of scenario)

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Games Simulation Advantages

• Games Simulation Advantages
• Allows interactive application of knowledge
• Let employees see blind spot in performance
• Challenges assumptions problem-solve with
  artifacts
• Loosen harden attitudes
• Create excitement and retention

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On-the-Job Training

• On-the-Job Training (OJT)
• using a more experienced and skilled employee
  to train less skilled employees
• Most frequently used training method

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On-the-Job Training

• OJT Variations
• Formal OJT
• Job Instruction Technique
• Apprenticeship Training
• Coaching

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OJT - Formal

• Formal OJT
• Conducted by superior employees
  (technical/skills)
• Learning is achieved through carefully developed
  learning events
• Instructional process follows a job instruction
  technique

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Job Instruction Technique

• Job Instruction Technique (JIT)
• Developed in WWII to evaluate OJT programs
• Four steps (p. 265)
• Prepare
• Present
• Try Out
• Follow-Up

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JIT Instruction/Learning Sequence Part 1 of 3
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JIT Instruction/Learning Sequence Part 2 of 3
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JIT Instruction/Learning Sequence Part 3 of 3
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Apprenticeship Training

• One of the oldest forms of training (Middle
  Ages/Skilled Crafts)
• Is a partnership between labor unions, employers,
  school, and the government
• Example
• A Union carpenters apprenticeship program
  requires 2 years of on-the-job experience and 180
  hours of classroom instruction

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Coaching

• Coaching
• is the process of providing one-on-one guidance
  and instruction to improve knowledge, skills, and
  work performance
• Mentoring considered a form of coaching
• an ongoing relationship between senior
  junior level employee with guidance of how the
  organization conducts business

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OJT Advantages

• Advantages of OJT
• Trainees learn KSAs in the actual job situation
• Provides new employees with rapid orientation to
  the company
• Aids in developing relationships between older
  and new employees
• Challenges of OJT
• OJT success depends on the motivation level and
  competencies of the trainer

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Training Method Effectiveness at Meeting KSA
Objectives Part 1 of 4
Scale  1 not effective 2 mildly
effective 3 moderately effective 4
effective 5 very effective
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Training Method Effectiveness at Meeting KSA
Objectives Part 2 of 4
a This rating is for lectures delivered orally,
printed lectures would be one point higher in
each knowledge category
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Training Method Effectiveness at Meeting KSA
Objectives Part 3 of 4
b If the business game is designed for
interpersonal skills, this would be a 4. c If
multiple in-baskets were used this rating would
be 3. d Specifically role reversal.
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Training Method Effectiveness at Meeting KSA
Objectives Part 4 of 4
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Summary

• Trainers have access to a variety of different
  techniques
• Each technique has strengths and weaknesses
• Selection depends on
• Trainee aptitude and needs
• objectives of training
• availability and cost
• Where possible, use a combination of techniques.