Social Responsibility and Training Methods PDF

**Social responsibility-** is a set of ethical ground rules that an organization or individual has an obligation to the community **Milton Friedman**- believes that the higher that a company is socially responsible **Plato-** believed that the society which he lived was corrupt **Instructor-led t...

**Social responsibility-** is a set of ethical ground rules that an organization or individual has an obligation to the community **Milton Friedman**- believes that the higher that a company is socially responsible **Plato-** believed that the society which he lived was corrupt **Instructor-led training**- remains one of the most popular training techniques for trainers. **Blackboard or whiteboard**. This may be the most "old-fashioned" method, **Overhead projector**. This method is increasingly being replaced with PowerPoint presentations **Video portion**- Lectures can be broken up with video portions that explain sections of the training topic **PowerPoint® presentation**- Presentation software is used to create customized group training sessions that are led by an instructor **Storytelling-** Stories can be used as examples of right and wrong ways to perform skills with the outcome ***Interactive Methods*** ------------------------- **Quizzes-** For long, complicated training, stop periodically to administer brief quizzes on information presented to that point **Small group discussions- **Break the participants down into small groups and give them case studies or work situations to discuss or solve **Case studies-** Adults tend to bring a problem-oriented way of thinking to workplace training **Active summaries-** Create small groups and have them choose a leader. **Q & A sessions-** Informal question-and-answer sessions are most effective with small groups and for updating skills rather than teaching new skills **Question cards-** During the lecture, ask participants to write questions on the subject matter **Role-playing-** By assuming roles and acting out situations that might occur in the workplace, **Participant control-** Create a subject menu of what will be covered **Demonstrations.** Whenever possible, bring tools or equipment that are part of the training topic and demonstrate the steps being taught ***Hands-On Training*** ----------------------- **Cross-training.** This method allows employees to experience other jobs, which not only enhances employee skills **Demonstrations.** Demonstrations are attention-grabbers. They are an excellent way to teach employees to use new equipment or to teach the steps **Coaching.** The goal of job coaching is to improve an employee's performance **Apprenticeships.** Apprenticeships give employers the opportunity to shape inexperienced workers to fit existing and future jobs. **Drills.** Drilling is a good way for employees to practice skills. Evacuation drills are effective when training emergency preparedness, for example. **Computer-based training** is becoming increasingly prevalent as technology becomes wider spread and easy to use. **Text-only.** The simplest computer-based training programs offer self-paced training in a text-only format. **CD-ROM.** A wide variety of off-the-shelf training programs covering a broad range of workplace topics are available on CD-ROM. **Multimedia.** These training materials are an advanced form of computer-based training. **Virtual reality.** Virtual reality is three-dimensional and interactive, immersing the trainee in a learning experience ***Online or E-Learning*** -------------------------- **Web-based training.** This method puts computer-based training modules onto the Web, which companies can then make available to their employees either on the company's intranet or on a section of the vendor's website that is set up for your company. **Tele- or videoconferencing.** These methods allow the trainer to be in one location and trainees to be scattered in several locations. **Audioconferencing.** This method is similar to videoconferencing but involves audio only. **Web meetings, or webinars.** This method contains audio and visual components. **Online colleges and universities. **This method is also known as distance learning, **Collaborative document preparation.** This method requires participants to be linked on the same network **E-mail.** You can use e-mail to promote or enhance training. Send reminders for upcoming training. **Blended learning** is a commonsense concept that results in great learning success. The blended learning approach is simply acknowledging that one size doesn't fit all when it comes to training. **Factors that affect training**: 1. Subject matter 2. Audience make-up 3. Types of learners 4. Budget considerations 5. Space constraints 6. Compliance issues **How to plan a blended learning training program**. - What are the training conditions? - Do you have a classroom? How many people will it hold? - How many computers do you have access to? - What resources are available? - What are the characteristics of the training content? Is it soft or hard? - Who is your target audience? - What are its demographics? - How many languages do you need to accommodate? Which ones? - How many employees need this training? - How quickly do you need to accomplish this training? **CHAPTER VI** According to **Training Industry.com** Some of the best companies today realize that continuous learning and development is key to organizational success. **best practices:** **1. Training programs should be strategy-driven** **Trainers** should be well aware that all training and development programs need to be in line with the organization's overall strategic goals **2. Set criteria to define success** The success of training programs should be measured against different criteria. **3. Training programs should be supported by key strategies, systems, structures, policies and practices** When designing a training program, the trainers should ensure that learning is aligned with and directly supported by organizational structures, lines of authority, decision-making, values and other business practices. **4. Training be driven through many channels** Some of the best trainers in the industry help the organizations to explore and utilize different platforms to reinforce learning outcomes and ensure that people get the right skills at the right time, in the right way and at the right cost. **5. Learning by doing and establishing shared accountability** Some of the best programs enable the employees to maximize their potential through self-directed training and development. **At AllenComm**, believed that designing impactful training and development programs within your organization is the first step in not only creating more efficient **1.** **Identify Your Audience and Performance Challenges Before You Begin** This critical step is the best place to start. If you don't know who your audience is and what they're struggling with, then you'll struggle **2.** **Create A Plan for Mobility, Flexibility, And Accessibility** Make your training program as easy as possible for everyone to access. How? We always recommend designing a training plan that's easily accessible via mobile devices. **3.** **Leverage Rich Media, Interactive Activities, And an Engaging Script** Everybody loves a great story. But it's even better when you feel like you're a part of the action. **4. Incorporate Assessments to Test Your Employees' Knowledge And Make Adjustments** Incorporating both formative and summative assessments into your organization's training offers many benefits. **10 companies with great learning and development programs** **Yelp** - Everyone at Yelp has stretch roles. Giving people responsibilities just beyond their current capabilities creates an engaged workforce and a culture of mentoring. **Pixar** Pixar University offers required trainings as well as optional classes for different disciplines. "Pixar University helps reinforce the mind-set that we're all learning and it's fun to learn together" according to Harvard Business Review. **Airbnb** Fireside Chats are one way that Airbnb shows its dedication to learning. These internal events bring in industry leaders who share their insights on a certain topic **Earls** The Visions + Goals program helps people at Earls create life visions and communicate goals that help them be their best self. It also involves occasional company retreats. **Esty** People are empowered to learn from others at all different levels within the company. At "Etsy School" employees both teach and learn in classes on a wide range of topics like tap dancing or how to navigate a difficult conversation. **OverDrive** Employees are provided with a Professional Growth Planner at OverDrive. This guide showcases opportunities available for learning and development, and helps people decide what is best for them. **Thrive Digital** Accepting applicants at all levels of experience is something that is encouraged at Thrive Digital. Team members have upward mobility to move into new positions even if they enter with limited knowledge of the industry. **1800 GOT JUNK** 1800 GOT JUNK created the A-Player Development Program for professional development. They offer a series of workshops taught by employees that cover a variety of topics like franchise development and strategic planning. **Digital Ocean** Individual development planning and ensuring that everyone has a career they can grow into is important at Digital Ocean. **Optoro** encourages its employees to participate in the conferences, organizations and learning programs that will keep them at the top of their field.