Traditional Training Methods

• Traditional training methods are presented by Carolyn P. Gonzales – Marzan, Associate Professor 1, CBA-CLSU.

Learning Systems

• A learning system can be created using competency-based learning methods like lectures (online or mobile) and social competency development (mentoring, job experience, coaching).
• Context-based learning methods can be achieved through simulation, on-the-job training, behavior modeling, and experiential learning and social media.
• Learning systems are shaped by both the company and the users.

Presentation Methods

• Presentation methods involve training where trainees passively get information, including facts, processes, and problem-solving.
• Lectures and audiovisual techniques are examples of presentation methods.

Lecture Method

• In a lecture, trainers use spoken words to communicate what trainees should learn.
• The communication is primarily one-way.

Variations of the Lecture Method

• Standard Lecture: A trainer talks and may use visual aids like blackboards, whiteboards, or PowerPoint slides while trainees listen.
• Team Teaching: Two or more trainers present different topics or alternative viewpoints.
• Guest Speakers: A speaker or speakers visit the session for a set period.
• Panels: Primary instruction is conducted by the instructor with two or more speakers presenting information and asking questions
• Student Presentations: Trainees present topics to the class.

Audiovisual Techniques

• Audiovisual instruction includes overheads, slides, and videos.
• Video is used to improve communications, interviewing, and customer-service skills.
• It may also be used to demonstrate procedures like welding.

Hands-On Methods

• Hands-on methods require the trainee to be actively involved in learning.
• These methods include on-the-job training (OJT), simulations, case studies, business games, role-playing, and behavior modeling.

On-the-Job Training

• On-the-job training (OJT) involves new or inexperienced employees learning by observing peers or managers and imitating their behavior.
• It is one of the oldest and most commonly used types of informal training.

Self-Directed Learning

• Self-directed learning allows employees to control all aspects of their learning, including the timing and involvement of others.
• Trainees learn predetermined training content at their own pace without a traditional instructor.
• Trainers act as facilitators but do not control or disseminate instruction.

Apprenticeship

• Apprenticeship is a work-study training method combining on-the-job learning with classroom instruction.
• An apprenticeship typically lasts four years, but can range from two to six years.

Simulations

• A simulation is a training method that represents a real-life situation.
• Trainees' decisions lead to outcomes that mirror real-world consequences.
• Flight simulators for pilots are a common example of the use of simulators for training.

Case Studies

• A case study is a description of how employees or an organization handled a difficult situation.
• Trainees analyze and critique the actions taken, suggest appropriate actions, and propose different approaches.

Business Games

• Business games require trainees to gather and analyze information and make decisions.
• They are mainly used for management skills development.
• Games stimulate learning through active participation and emulation of real business competition.

Role Plays

• Role plays involve trainees taking on a role, such as a manager, client, or disgruntled employee.
• Trainees explore what is involved in the role.

Behavior Modeling

• Behavior modeling presents trainees with a model demonstrating key behaviors for replication.
• Trainees then have the chance to practice the key behaviors.
• It is based on social learning theory.

Group Building Methods

• Group building methods are designed to improve team or group effectiveness.
• A team is defined as two or more people with specific roles or functions who work together with shared responsibility to achieve a common goal or complete tasks.

Adventure Learning

• Adventure learning is an experiential method focusing on teamwork and leadership skills through activities.
• It can include wilderness training, outdoor training, improvisational activities, drum circles, and even cooking classes.

Team Training

• Team training improves team effectiveness, encompassing production teams, service teams, committees, project teams, and management teams.
• Teamwork tends to be episodic.

Components of Team Performance

• Team performance is affected by behavior, knowledge, and attitudes.

Main Elements of the Structure of Team Training

• There are tools and methods to achieve strategies for positive team training outcomes. Those involve team training objectives with content involving knowledge, skills, and attitudes.

Cross Training

• Cross training helps team members understand and practice each other’s skills.
• It prepares them to step in for temporarily or permanently absent members.

Coordination Training

• Coordination training instructs teams on how to share information and decision-making to improve team performance.

Team Leader Training

• Team leader training is refers to training the manager or facilitator receives.
• This is to resolve conflict within the team or coordinate activities.

Scenario-Based Training

• Scenario-based training places team members in a realistic context while learning.

Guided Team Self-Correction

• Guided team self-correction emphasizes continuous learning and knowledge sharing in teams.

Action Learning

• Action learning involves teams or work groups addressing an actual problem, committing to an action plan, and being held accountable for its implementation.

Choosing a Training Method

• One approach is to compare training methods when presented with the challenge of choosing the most appropriate one as a trainer or manager.