BBA 229 Training and Development.ppt

1、BBA 229 Training and Development,Lecture 6 Traditional Training MethodsDr. S. Chan Department of Business Administration charmainechuhai.edu.hk http:/home.chuhai.hk/charmaine/,Training Methods Categories,Presentation Methods,Hands-On Methods,Group Building Methods,Presentation Methods,Methods in whi

2、ch trainees are passive recipients of information This information may include: facts or information processes problem-solving methods Presentation methods include: lectures audio-visual techniques,Presentation Methods: Lecture (1 of 2),Managing diversity requires the company to develop employees so

3、 that they are comfortable working with others from a wide variety of ethnic, racial, and religious backgrounds,Presentation Methods: Lecture (2 of 2),One of the least expensive, least time-consuming ways to present a large amount of information efficiently in an organized mannerUseful because it is

4、 easily employed with large groups of trainees,Variations of the Lecture Method,Presentation Methods: Audio-Visual Techniques,Audio-visual instruction includes: overheads slides video,It has been used for improving: communication skills interviewing skills customer-service skills illustrating how pr

5、ocedures should be followed,Hands-on Methods,Training methods that require the trainee to be actively involved in learning,Methods include: on-the-job training (OJT) simulations case studies business games role plays behavior modeling,Hands-on Methods: On-the-Job Training (1 of 2),On-the-job trainin

6、g (OJT) new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behaviorOJT includes: apprenticeships self-directed learning programs,Hands-on Methods: On-the-Job Training (2 of 2),OJT can be useful for: training newly hired employee

7、s upgrading experienced employees skills when new technology is introduced cross-training employees within a department or work unit orienting transferred or promoted employees to their new jobs,OJT Programs: Apprenticeship,Work-study training method with both on-the-job and classroom training Can b

8、e sponsored by companies Most programs involve skilled trades,Apprenticeship (continued),Advantages Earn pay while learning Effective learning about “why and how” Full-time employment at completion Meet companys specific business training needs Help attract talented employees,Disadvantages High deve

9、lopment costs Increased time commitment required of management and journey workers Limited access for minorities and women No guarantee of full-time employment Training results in narrow focus expertise,Hands-on Methods: Simulations,Represents a real-life situationTrainees decisions result in outcom

10、es that mirror what would happen if on the jobUsed to teach: production and process skills management and interpersonal skills,Hand-on Methods: Case Studies,Description about how employees or an organization dealt with a difficult situationTrainees are required to: analyze and critique actions taken

11、 indicate the appropriate actions suggest what might have been done differentlyMajor assumption is that employees are most likely to recall and use knowledge and skills learned through a process of discovery,Process for Case Development,Identify a story Gather information Prepare a story outline Dec

12、ide on administrative issues Prepare case materials,Hand-on Methods: Business Games,Require trainees to gather information, analyze it, and make decisionsPrimarily used for management skill developmentGames mimic the competitive nature of business,Hands-on Methods: Role Plays,Trainees act out charac

13、ters assigned to them Information regarding the situation is provided to the trainees Focus on interpersonal responses Outcomes depend on the emotional (and subjective) reactions of the other trainees The more meaningful the exercise, the higher the level of participant focus and intensity,Hands-on

14、Methods: Behavior Modeling (1 of 2),Involves presenting trainees with a model who demonstrates key behaviors to replicate providing trainees opportunity to practice the key behaviors Based on the principles of social learning theory Emphasize that learning occurs by observation of behaviors demonstr

15、ated by a model vicarious reinforcement occurs when a trainee sees a model being reinforced for using certain behaviors,Hands-on Methods: Behavior Modeling (2 of 2),More appropriate for learning skills and behaviors than factual information Effective for teaching interpersonal and computer skills,Be

16、havior Modeling: Training Program Activities (1 of 2),Introduction present key behaviors using video give rationale for skill module trainees discuss experiences in using skill Skill Preparation and Development view model participate in role plays and practice receive oral and video feedback on perf

17、ormance of key behaviors,Behavior Modeling: Training Program Activities (2 of 2),Application Planning set improvement goals identify situations to use key behaviors identify on-the-job applications of the key behaviors,Group Building Methods (1 of 3),Training methods designed to improve team or grou

18、p effectiveness Training directed at improving trainees skills as well as team effectiveness Group building methods involve trainees: sharing ideas and experiences building group identity understanding interpersonal dynamics learning their strengths and weaknesses and of their co-workers,Group Build

19、ing Methods (2 of 3),Focus on helping teams increase their skills for effective teamwork Group building methods include: Adventure learning team training action learning,Group Building Methods: Adventure Learning (1 of 2),Focuses on the development of teamwork and leadership skills using structured

20、outdoor activities Also known as wilderness training and outdoor training Best suited for developing skills related to group effectiveness such as: self-awareness problem solving conflict management risk taking,Adventure Learning (2 of 2),To be successful: Exercises should be related to the types of

21、 skills that participants are expected to develop After the exercises, a skilled facilitator should lead a discussion about what happened in the exercise what was learned how events in the exercise relate to job situation how to apply what was learned on the job,Group Building Methods: Team Training

22、,Involves coordinating the performance of individuals who work together to achieve a common goalTeams that are effectively trained develop procedures to identify and resolve errors, coordinate information gathering, and reinforce each other,Components of Team Performance,Behavior,Knowledge,Attitude,

23、Team Performance,Group Building Methods: Action Learning (1 of 2),Involves giving teams or work groups: an actual problem having them work on solving it committing to an action plan holding them accountable for carrying out the plan,Action Learning (2 of 2),Several types of problems are used including how to: change the business better utilize technology remove barriers between the customer and company develop global leaders,