Training and Development Lesson 8

Study Notes

Learning Outcomes: Students will be able to apply training and development processes, describe training methods, and demonstrate content knowledge.
Introduction: Employee skills and competencies need to match job requirements. New hires may need training to perform their jobs well. Training and development programs address this need.
Activity: Brainstorm the terms "Training" and "Development."
Acquisition of New Knowledge: Understanding Training and Development

On-the-Job Training (OJT): A common method where employees learn by doing the job with guidance from supervisors or trainers. Provides hands-on experience, understanding of tools, and the work environment. Organizations benefit from experienced employees through this training method for retaining employees.
Apprenticeship Training: A type of on-the-job training focused on technical skills. Apprentices work under experienced specialists, learning specific skills and gaining qualifications, potentially contributing to business efficiency and competitive advantages.
Classroom Training: A common method for large audiences. Includes various techniques, such as videos, presentations, and discussions. Can be expensive due to space rentals or travel costs.

Trainee and Organizational Needs: Training programs need to be designed based on both the needs of trainees and the organization. Surveys and questionnaires are effective methods to determine appropriate skills and competencies.
Task Analysis: Creating a detailed analysis of tasks that are essential to complete a training session is the initial step. This involves outlining all the essential things needed for an effective training session, including computers or other equipment, materials like chairs, or writing materials.
Learning Objectives: Training's goals, what trainees should know, skills to improve, and skills to acquire after training should be clearly defined.

Programmed Instruction: Trainees answer questions and get feedback. No trainer needed.
Simulation Method: Using simulation training to train trainees in a specific environment, such as in an airline training simulation.

Executive Development programs aim to improve the productivity and performance of top and middle managers by developing skills.
Symposium, Conferences, Workshops: Groups of specialists share insights and viewpoints on a given topic. Workshops incorporate hands-on experience.
Case Study Method: Trainees analyze real-life cases and develop solutions. Develops problem-solving, decision-making, communication & social skills.

Management Games: Interactive games. Realistic situations/simulations which develop good communication skills.
Role Play: Trainees assume roles and interact to experience various scenarios. Develops effective interpersonal and communication skills.

Work with classmates: Develop a training needs analysis of class members and design a training development program.
External Research: Research a company's training methods, analyze productivity and performance results, and present findings using a template.