Traditional Training
Methods
Chapter 4
6th Edition
Raymond A. Noe
McGraw-Hill/Irwin Copyright © 2013
Learning Objectives
• Discuss the strengths and weaknesses of
presentational, hands-on, and group building
training methods
• Provide recommendations for effective on-the-job
training (OJT)
• Develop a case study
• Develop a self-directed learning module
7-2
Introduction
Traditional training methods
Require an instructor or facilitator
Involve face-to-face interactions
7-3
1. Presentation Methods
Trainees are passive recipients of information, which
may include:
Facts or information
Processes
Problem-solving methods
Includes lectures and audio-visual techniques
7-4
Presentation Methods
•i. Lecture
• Trainers communicate through spoken
words
• Least expensive and least time-
consuming ways to present information
• Easily employed with large groups of
trainees
• Supports behavior modeling and
technology-based techniques
• Is often supplemented with question-
and-answer periods, discussion, video,
games, or case studies
7-5
Presentation Method
• Disadvantages of a lecture
1. Lacks participant involvement,
feedback, and meaningful
connection to work environment
2. Appeals to few of the trainees’
senses
3. Makes it difficult to judge learners’
level of understanding
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Table 7.1 - Variations of the Lecture
Method
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Presentation Methods
. Audiovisual instruction
•2
It is the combination of two media audio and vedio
media e.g. Tape record, Microphones, Ear phones, Slide,
film strips etc.
• It Used for improving communications,
interviewing, and customer-service skills
• Used for illustrating how procedures
should be followed
• Disadvantages
• Too much content for the trainee to
learn
• Overuse of humor, music, or drama
may make it difficult to understand
the important learning points
7-8
Hands-on Methods
Advantages Disadvantages
1. On-the-job Customized to the Managers and peers may
training (OJT) experiences and abilities of not use the same
trainees. process to complete a
Training is immediately task.
applicable to the job. Overlooks that
Save costs. demonstration, practice,
Can be offered at any and feedback are
time, and trainers will be important conditions for
available because they are effective on-the-job
peers. training.
Unstructured OJT can
result in poorly trained
employees.
7-9
Hands-on Methods
Advantages Disadvantages
2. Self directed • Allows trainees to learn at • Trainees must be
learning their own pace and receive motivated to learn on
feedback about the learning their own
Employees performance • Higher development
• Take responsibility • Requires fewer trainers, costs
for all aspects of reduces costs associated with
learning • Development time is
travel and meeting rooms, longer
• Determine when it and makes multiple-site
is conducted and training more realistic
who will be • Provides consistent training
involved content
• Makes it easier for shift
employees to gain access to
Trainers serve as training materials
facilitators
7-10
Hands-on Methods
Advantages Disadvantages
3. Apprenticeship • Learners can earn pay • High development
Work-study while they learn costs
training method • Involves effective • Increased time
with both on-the- learning commitment required
job and about “why and of management and
classroom how” journey workers
training • Results in full-time
employment for trainees
• Meets specific business • Limited access for
training needs and help minorities and
attract talented employees women
• No guarantee of full-
time employment
• Training results in
narrow focus
expertise 7-11
Hands-on Methods
4. Simulation
Represents a real-life situation
Trainees’ decisions and the resulting outcomes mirror
what would happen in real work situations
Replicates the physical equipment that employees use
on the job
Is used to teach production, process skills,
management, and interpersonal skills
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Hands-on Methods
5. Case studies
Description about how employees or an organization
dealt with a difficult situation
Trainees are required to:
Analyze and critique the actions taken
Indicate the appropriate actions
Suggest what might have been done differently
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Hands-on Methods
Appropriate for developing higher order intellectual
skills
Help trainees develop the willingness to take risks
Case may not actually relate to the work situation or
problem that the trainee will encounter
7-14
Table 7.5 - Process for Case
Development
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Hands-on Methods
6. Business games
Require trainees to gather information, analyze it, and
make decisions
Primarily used for management skill development
Mimic the competitive nature of business
Designed to demonstrate understanding or application
of knowledge, skill, or behavior
Provides several alternative courses of action
Rules limit participant behavior
https://www.trainerbubble.com/downloads/category/free-tr
aining-resources/free-training-games/
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Table 7.6- Questions to Use When
Debriefing A Game
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Hands-on Methods
7. Behavior modeling
Demonstrates key behaviors to replicate
Provides trainees with the opportunity to practice the
key behaviors
Based on the principles of social learning theory
More appropriate for teaching skills and behaviors than
factual information
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Hands-on Methods
Developing behavior modeling training programs
requires determining:
The tasks that are not being adequately performed due to
lack of skill or behavior
The key behaviors that are required to perform the task.
Key behavior: Set of behaviors that are necessary to
complete a task
Modeling display: Key behaviors that trainees will
practice to develop the same set of behaviors
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Table 7.8 - Activities in a Behavior
Modeling Training Program
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Hands-on Methods
Modeling display
Key behaviors that the trainees will practice to develop
the same set of behaviors
Characteristics of effective modeling display
Clearly presents key behaviors
Is credible to trainees
Overview of key behaviors is presented
Key behavior is repeated
Review of key behaviors is included
Both positive and negative use of key behaviors is
presented
7-21
