TRAINING AND DEVELOPMENT
MODULE III
TRAINING METHODS AND TRAINERS
STYLE
WHAT WE KNOW?
The TRAINING PROCESS(ADDIE MODEL)
Types of OJT
Job Instruction Technique
Apprenticeship Training
Coaching
Mentoring
Job Instruction Technique
This uses a behavioral strategy with a focus on skill
development.It was developed during world war II
JIT consists of four steps
Prepare
Present
Tryout
Follow up
JIT
Prepare
Break the job into its components
Prepare the training plan presenting each components in
correct order
Relax the learner and explain the purpose
Present
Tell the process and give learning overview
Show-if there are things to be shown
Demonstrate how to do the job
Explain what you are doing and why you are doing it that
way
Contd..
Tryout
Ask trainees to identify the different components of
the job
Ask trainees to give instructions to you while you do
the job
Have the trainees do the job
Provide constructive feedback
Allow trainee to practice
Follow up
Check progress frequently at first and give feedback
Apprenticeship training
An apprenticeship is an training program for individuals
who desire to become recognized in a specific trade or craft
and do so in a way that adheres to the most current
standards.
While an apprenticeship could be compared to classroom
learning, apprentices receive pay while learning how to
become experts in their trades. Examples of industries that
offer apprenticeships include healthcare, food
preparation/serving, manufacturing and public safety.
Coaching
It is the process of providing one on one guidance and
instruction to improve knowledge,skills,attitude and
work performance.
Uses
Providing feedback on performance
Assisting the employees to adapt to change
Reducing role ambiguity,improving employee attitudes
and increasing motivation
Provide support post training for smooth transfer of
learning
Coaching
Its an ongoing process and involves continues
observation and feedback
It involves providing the tools necessary to do the job
as well as well as removing barriers in performance.
It is an effective tool to increase job
satisfaction,commitment and alignment of goals
Coaching
Coaching is a means for developing a partnership between the
manager and employee that creates a shared understanding about
what needs to be achieved and how it is to be achieved.
Coaching, defined as an ongoing approach to managing people:
creates a genuinely motivating climate for performance
improves the match between an employee's actual and
expected performance
increases the probability of an employee's success by providing
timely feedback, recognition, clarity and support
Coaching role
There are four main dimensions to the coaching role:
Providing Direction
This involves articulating the department's goals and values in a clear
concise manner and is especially important in the planning phase of the
performance management cycle.
Employees need to understand the context in which they work so that
they can see the link between their performance and the department's
overall success.
The clearer the department goals are, the easier it will be for employees
to translate them into their own individual goals. Coaching direction
involves ensuring that employees stay focused and understand priorities
Finally, the manager as coach is responsible for establishing the
commitments that will move employees toward achieving results.
Coaching role
Improving Performance
As a coach, the manager is responsible for creating a learning
environment where employees are supported in their efforts to
continuously improve to meet today's challenges.
The coach does this by:
assessing current capability
providing feedback
helping the employee to identify what is needed
creating opportunities to fill in the gap
If continuous improvement is to occur, the coach must
provide a "safe" environment for creativity and risk taking.
Coaching role
Opening up Possibilities
One of the goals of coaching is to develop capabilities
for the employee to solve problems and make
decisions.
This is done by asking the right questions, challenging
the employee's thinking, offering new options,
supplying additional information that expands
employee's understanding or providing a new
interpretation to a situation.
Coaching empowers the employee to be part of the
decision making process.
Coaching role
Resource for Removing Obstacles
In some cases the coach may take an active role in
paving the way for the employee by confronting, when
necessary, those people who are obstacles to the
employee's progress or providing additional resources
if necessary.
At other times, the coach serves as a sounding board
for the employee as he/she develops his/her own
strategy for overcoming the obstacle.
Mentoring
Mentoring is a reciprocal
and collaborative at-will
relationship that most often
occurs between a senior and
junior employee for the
purpose of the mentee’s
growth, learning, and career
development.
It is useful only if integrated
into the overall career
development process of the
mentee
MENTORING
Mentoring can be formal or informal. In an informal
environment, mentees set goals, but they are usually not
measurable and the relationships are unstructured. For a
formal mentoring relationship, there are actionable and
measurable goals defined and set with determined
requirements.
Why Is Mentoring Important?
A good mentor can help the mentee become more
effective at work, learn new skills, develop greater
confidence, and make better decisions for their overall
career growth.
Mentors report many benefits as well, including
satisfaction from seeing others develop; expanded
generational and cultural perspectives; strengthening
of technical, leadership, and interpersonal skills; and
continuing to experience new ideas and insights.
Technology Based Training Methods
MOOC
DISTANCE LEARNING
BLOGS
WEBINARS
PODCAST
SOCIAL MEDIA
BLENDED LEARNING
MICROSHARING
WIKIS
How to Select the right training method?
Factors to be considered:
1.Identify the types of learning outcomes that you want to
influence through training?
Next steps
2 Match the Instructional methods with the learning
outcome
3 Shortlist the specific training
4.After shortlisting the methods Consider
the extent to which the training method facilitates
learning and transfer of training
The costs related to the development and use of the
training method
The effectiveness of the training method based on the
criteria
5.Finalise the selection
