Types & Methods of Training Program PDF

TYPES & METHODS of TRAINING PROGRAM By Dr Mili Dutta BITEC LALPUR RANCHI [email protected]  TRAINING METHODOLOGY The training methodology deals with the methods aimed to design and implement training. It must...

TYPES & METHODS of TRAINING PROGRAM By Dr Mili Dutta BITEC LALPUR RANCHI [email protected]  TRAINING METHODOLOGY The training methodology deals with the methods aimed to design and implement training. It must be separated from the “method” because it can be defined as a body of practices, procedures and rules used by those who work following a “discipline”. The method can be defined as a means or a way of proceeding, regularly and systematically to achieve something.  LOGIC BEHIND TRAINING METHODOLOGIES Each method is suitable for a particular situation Every method is not suitable for all Provides motivation to the trainee to improve performance Develop a willingness to change Provide for the trainee’s active participation in the learning process Provide a knowledge of results abouts attempts to improve. Permit practice where appropriate  PROCESS OF LEARNING A process that people pass through to acquire new knowledge and skills and ultimately influence their attitudes, decisions and actions. DISCUSSION INTERACTION ADAPTATION REFLECTION  PRINCIPLES OF LEARNING Every human being is capable of learning Learning is a continuous process Learning is a permanent change in behaviour Previous experience of the individual trainee affects his learning experience Different levels of learning exist. Learning may involve awareness , changed attitude and changed behaviour An adequate interest in ,and motive for learning are essential Learning is active and not passive.  PRINCIPLES OF LEARNING cont…. Learning is closely related to attention and concentration Early success increases an individuals chances for effective learning Learning process requires a great deal of time for assimilation , testing ,acceptance and development of confidence People learn more when they are told of their achievements  Five Principles of Learning Participation: involve trainees, learn by doing Repetition: repeat ideas & concepts to help people learn Relevance: learn better when material is meaningful and related Transference: to real world using simulations Feedback: ask for it and adjust training methods to audience. 11  LEARNING CURVE While the term "learning curve" came into use in the early 20th century, Dr. Hermann Ebbinghaus described this theory as early as 1885. He mostly was focusing on memory studies and developed a forgetting curve theory. This theory helps us to understand how our memory works, and retains information, relating to specific things people attempt to learn. The modern theory is based on Ebbinghaus memory studies. Nowadays it helps us understand when and why we forget certain information and how we can tackle this.  LEARNING CURVE A learning curve is a correlation between a learner's performance on a task and the number of attempts or time required to complete the task; this can be represented as a direct proportion on a graph. The learning curve theory proposes that a learner’s efficiency in a task improves over time the more the learner performs the task. can refer to http://core.ecu.edu/dsci/krosj/LCrv2.pdf LEARNING CURVE GRAPH  TYPES OF TRAINING On the Job Training Off-the Training  ON THE JOB METHODS https://businessjargons.com/wp-content/uploads/2015/10/on-th-job-training.jpg  On –the-Job Training OJT is conducted at the work site and in the context of the job.An experienced worker shows a trainee how to work on the job ADVANTAGES 1.Trainee learns by experience 2.Method is least expensive 3.Training is free from artificial situation 4.Trainee is highly motivated  JOB ROTATION It refers to the transfer or movement of employees from one job to another and from one plan to another on some planned basis for educational learning purposes. Under this method, the trainees are rotated over various routine jobs in a department, division or unit before they are due for promotion. The idea behind this is to give them the required diversified skills and a broader outlook It also increases the inter-departmental cooperation and helps in reducing the monotony of the work.  COACHING It is one-to-one interaction In coaching the trainee is placed under a senior manager who acts as an guide or coach and teaches job knowledge and skill to the trainee. He instructs him what he wants him to do, how it can be done etc. He helps him to correct errors and perform effectively. This technique of development is quite rewarding. As the trainee learn by doing. It also creates the opportunities for high level interaction and rapid feedback on performance.  UNDERSTUDY In this method, one person is selected by supervisor and trained like his descendant. He is prepared to assume full time responsibilities of position presently held by supervisor. If the supervisor leaves the job or is on long absence due to illness, retirement, promotion or death, etc., then that trained person become available at the place of supervisor. Supervisor gets most of his work done from the trainee, discusses problems with him and involves him in decision making. Trainee is also allowed to attend discussions and meetings as a representative of supervisor.  JOB INSTRUCTION TRAINING The preparation of trainee Presentation of the instructions Try out the job Encouraging trainee and allowing the trainee to work JIT provides immediate feedback ,quick correction of errors and provision to practice when required  COMMITTEE’S ASSIGNMENTS A committee is formed of trainee executives. In committee meetings, all participants participate and discuss. The knowledge is increased by education. They also learn various methods of problem solving. Communication skills also develop.  OFF-THE JOB METHODS It is a method in which workers are imparted training at a place away from their usual workplace. This place could be a classroom or training centre. The purpose is to minimize the distractions to the trainees  OFF THE JOB METHODS http://myventurepad.com/wp-content/uploads/2016/10/training-off-the-job-training.jpg  LECTURES Lectures are an easy method for development when number of trainees is large. It is cost effective and consumes less time. Lectures are formally organized talks in which instructor guides about specific topics. In lectures, various demonstrations, audio-visual aids and discussions can be used for creation of interest among listeners. This method is useful when the purpose is to teach facts, concepts, principles, attitudes and problem solving skills.  VESTIBULE TRAINING This method attempts to duplicate on the job situations in a company This technique enables the trainee to concentrate on learning new skill rather than on performing an actual job. Utilises equipment which closely resembles the actual ones used on the job Training takes place away from work environment Emphasises on learning skills required by the job Creates an environment similar to real situations  CONFERENCES/WORKSHOPS A formal meeting conducted deliberately is called as conference. The participants discuss the topic, give their ideas. The conference can be divided into small sessions also. This method emphasises on interaction and participation of trainees. This method also helps to develop conceptual knowledge, modify attitude and is suitable for a group of 15-20 persons.  ROLE PLAY Focuses on emotional issues rather than actual ones. The essence of role playing is to create a realistic situation and then have the trainees assume the parts of specific personalities in the situation. Purpose is to develop better understanding among members.  CASE STUDIES Case here means a problem or a situation which demands a solution. Trainees are directed to analyse the problem, find alternative courses of action, evaluate alternative courses and select most appropriate solution. The trainer sees the solution and guides regarding it and ensures that no relevant fact is missed.  TRENDS IN MODERN TRAINING Online Learning Technology based learning Computer-based learning  Online learning Online learning refers to the learning and other supportive resources that are available through a computer  Technology -based Training Technology-based training refers to any form of training based on technologies like computer ,television ,audio tape and print i.e training other than that given in conventional classrooms.  Computer-based training Presenting courses on a computer. Computer is not linked to any network or to learning resources outside the courses.  Individualized self-paced e-learning online  Individualized self-paced e-learning offline  Group-based synchronous e-learning  MERITS OF e-learning Substitute for instructor –based learning Flexibility of time and place Storage of Information Application of Multimedia tools Simulated Real-time experience Personalised learning practices Absence of notional cost  TRENDS IN MODERN TRAINING The use of technology to deliver training and support learning, such as online courses, mobile apps, and virtual reality experiences. The shift from traditional instructor-led training to more experiential and interactive learning methods, such as simulations, games, and role-playing. The increasing emphasis on personalized learning, with training programs tailored to individual learners’ needs, interests, and goals. The rise of microlearning, with training delivered in short, focused sessions that can be easily integrated into busy schedules. The growth of social learning, with learners sharing knowledge and expertise with each other through online communities and networks. The use of data and analytics to assess the effectiveness of training programs and identify areas for improvement.  The increasing focus on developing soft skills, such as communication, collaboration, and problem-solving, in addition to technical skills. The rise of continuous learning and development, with learners encouraged to regularly update their skills and knowledge to stay current in their field. The use of artificial intelligence and machine learning to support and enhance learning, such as by providing personalized recommendations for courses and materials. The rise of blended learning, with a combination of online and in-person training methods to provide learners with flexibility and convenience.  The use of gamification and game-based learning to engage learners and make training more enjoyable and effective. The increasing emphasis on developing a learning culture within organizations, with support and resources provided to enable employees to learn and develop throughout their careers. The rise of learning ecosystems, with organizations partnering with external providers, such as universities and training companies, to offer a wider range THANK YOU