• Job rotation
• One to one instruction
• Coaching & Mentoring
• Open learning
• Computer based training
• Apprenticeship
Classification of training
methods (Contd..)
B – Simulation methods
• Role Plays
• Case method
• Management games
• In basket exercise
Classification of training
methods (Contd..)
C – Knowledge based Methods
• Lecture
• Group discussion methods
• Panel discussion, workshops
• Seminar, symposium, Conference etc.
• Brain storming sessions
Classification of training
methods (Contd..)
D – Skill based methods
• Practice after demonstration
• Task performance
• Skill teaching
• Role plays
• Workshops
Classification of training methods
(Contd..)
E – Experiential method
• Sensitivity training
• T-group learning
• Transactional analysis
Off the job training methods :Skill
based methods
1. Demonstration:
Purpose: to present an improved practice in an
interesting, convincing way so trainees will
appreciate its application and its desirability
to their situation.
Steps:
1. Prepare an outline of the logical steps of the
demonstration in a sequence and prepare
points for delivering the talk.
Demonstration:
Advantages:
1. Suited to teach skills to many people.
2. Demonstration stimulates action.
3. It builds confidence in the presenter.
Off the job training methods :Skill
based methods
2. Skill teaching:
To train the learner, to perform a job, as quickly
as possible, under supervision.
Elements: Planning, rehearsal, presentation.
Planning:
A process of thinking, consultation and
documentation about a particular skill.
Do remember:
Importance of job for the learner.
Previous knowledge/skill to perform the job.
List out tools/equipment and materials.
Skill teaching
Division into steps
Identification of key points
Rehearsal:
Rehearsal is must before performing any skill.
Do remember;
Follow the steps of a skill, as it increases the retention.
Important points in each step must be understood.
One must perform skill himself, before teaching
to the learners.
Skill teaching
Presentation: Steps:
1. Prepare the learner: Put the learner in a relax
mood; tell him the purpose; utilise previous
knowledge; arouse interest; put the learner in
the right position;
2. Show the learner/ demonstration: Explain basic
knowledge; demonstrate slowly and
systematically; instruct step by step; stress key
points; speak clearly, fully and patiently; convey
vital information at the right speed
Skill teaching
3. Let the learner try: Examine ability; let
him do and explain; let him show again;
check the key points; encourage the
learner.
4. Hand over the job: Stress
responsibility; encourage questions;
ascertain if all is correct; introduce
possible helper.
Off the job training methods :
Experiential method
1. Sensitivity training:
Aims at developing sensitivity within
people towards thoughts, feelings and
behaviour of other persons and through
this, improve upon one’s human
interactions.
Participation is voluntary.
This method attempts to develop the
diagnostic ability of participants.
It is a group training method that uses
intensive participation and immediate
feedback for self analysis and change.
Sensitivity training
Limitation:
Inability of participants to apply concepts
and awareness gained in the group to his
job.
Off the job training methods :
Experiential method
2. T group:
The T-group provides participants with an
opportunity to learn about themselves,
their impact on others and how to function
more effectively in group and interpersonal
situations.
Possible Problems
T-Group methods usually encourage self-disclosure
and openness, which may be inappropriate or even
punished in organizations
Participants being forced or pressured to attend, by
an employer or other person with influence, are on
the whole less likely to have a positive learning
experience.
Ways of behaving that the person has used for many
years may be called into question by others in the
group and oneself. This has in some cases brought
the participant to question relationships in the
family or at work
Off the job training methods :
Experiential method
3. Transactional analysis:
system of psychotherapy that analyzes
personal relationships and interactions in
terms of conflicting or complementary ego
states that correspond to the roles of
parent, child, and adult.
1. Population variability
2. Population preferences
3. Nature of learning to be achieved.
4. Media requirements
5. Logistical issues
6. Available resources
7. People
8. Equipment
Ways of comparing methods
9. Facilities
10. Existing materials.
11. Off-the-shelf solutions
12. Labour costs
13. Design and development times
14. Cost of new equipment
15. Class and group sizes
16. Cost of classroom facilities
17. Travel and accommodation