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Module 2 - T&D (KTU) T&D Methods & Models

This document provides an overview of training methods and models used in organizational learning and development. It describes traditional training methods such as lectures, simulations, case studies and hands-on methods like on-the-job training, apprenticeships and e-learning. It also discusses challenges in training and different models for organizing training departments, including the faculty, customer, matrix and corporate university models. Finally, it covers learning theories such as reinforcement theory, social learning theory, goal setting theory and goal orientation theory.

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SREEJITH S SIM 16-18
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© © All Rights Reserved
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22 views

Module 2 - T&D (KTU) T&D Methods & Models

This document provides an overview of training methods and models used in organizational learning and development. It describes traditional training methods such as lectures, simulations, case studies and hands-on methods like on-the-job training, apprenticeships and e-learning. It also discusses challenges in training and different models for organizing training departments, including the faculty, customer, matrix and corporate university models. Finally, it covers learning theories such as reinforcement theory, social learning theory, goal setting theory and goal orientation theory.

Uploaded by

SREEJITH S SIM 16-18
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Module 2 T&D (KTU)

T&D Methods & Models


Overview of use of training methods
Traditional Training Method
presentation methods business games
Lecture role plays
audiovisual techniques behaviour modelling
hands-on methods adventure learning
OJT team training
self directed learning action learning
Apprenticeship e-learning
Simulations MOOCs (Massive Open
case studies Online Course)
Coursera platforms
Presentation Method
Trainees are passive recipients of information
Facts
Processes
-problem solving methods
The various techniques here includes
Lectures
Video
Workbooks and manuals
CD/DVD
Games
Lecture
Through spoken words
Least expensive and lease time consuming
method to large group
It lack participants involvement, feedback and
meaning full connection to work
AV T
Overheads, slides and videos

Videos are more popular


Improving communication
Interviewing skills
Customer service
Illustrating a procedure

It cannot be used alone but connected with


other mode of training methods
AV T
Adv:
Speed up the leasson
Watch videos multiple times
Exposed to equipments, problems or events that
cannot be easily demonstrated
Hands on Methods
OJT: - Reliance Example:
New or inexperienced employees learning in the
work setting
Observing and Trying to imitate
Adv:
Customised to the ability and experience of the
trainees
Training is followed by work
Skills learnded in OJT can be fully applied to the job
Time , material and trainers slary
Hands on Methods
Disadv:
Managers and peers may not use the same
techniques
May pass bad habits
Hands on Methods
Self Directed Learning:

Adv:
Allows trainees to learn at their own pace
Identify smart trainees
DisAdv
Trainees must be willing to learn
Trainees must be motivated to learn
Hands on Methods
Apprenticeship:
Work-study training method with both on the job and
class room training
In India 144 Hours of class room training and 2000
hours of on the job experience
Major such programs are skill trades like
Electrician
Welding
Plumber
Sheet metelworker
Cook
Child care development specilist
Hands on Methods
Simulations

Case Study:

Process of Case study


Identify a story
Gather Information
Prepare story outline
Decide on administrative issues
Prepare case materials
Hands on Methods
Business Games
Used for mgmt skill devp
Participants are actively involved
It can demonstrate a competitive nature of its
business

Role Plays
Challenges faced in Training
Scheduling
Rapid Changes
Technology
Corporate Initiatives
Programs
Age, Gender and Professional Status
Disturbance from external forces
Mobile Phones, reports
Language Problem
Reach Global Employees
Attitude of Trainees
Models of Organizing the Training Dept
Faculty model

Customer model

matrix model

corporate university model

Business embedded model


1. Faculty Model

Training specific areas


1. Faculty Model
Headed by a director
Staff of expert who have specialized knowledge in a
particular area
They will devp, administer and update the training
areas
Adv:
Expert in each areas
Dept. plans are easily determined by staff experts
Dis Adv
Unaware of buzz problem
Material may not fit the buss needs
2. Customer Model
Training is given based on the requirement of a
business group
Training is integrated with all the depts and
functions

Based on Business Functions


3. Matrix Model
Director
training

Tech and
Sales Quality Safety
IT

Production
Marketing and
Operations
3. Matrix Model
Adv.
Linked with the requirements
Trainer gets expertise in business functions
Dis Adv
Report to two managers
Delay in actions
Conflict of interest
4. Corporate University Model
Capital One University
University of Toyota
Hamburger University
4. Corporate University Model
5. Business Embedded Model
BE Model have 5 competencies

Strategic direction
Product Design
Structural Versatility
Product Delivery
Accountability for result
Learning Theories
Reinforcement Theory

Social Learning Theory


Reinforcement Theory
Ppl are motivated to perform or avoid certain
behavior co of past results

+ve Reinforcement
-ve Reinforcement

Helps in behavior modification


Late to office
Social Learning Theory
People learn by observing other people whom
they believe are credible and more
knowledgeable
Banduras 4 Pinciples Of Social Learning
Attention
If we see something as being novel or different in some way,
we are more likely to make it the focus of their attention.
Retention
We learn by internalizing information in our memories.
We recall that information later when we are required to
respond to a situation
Social Learning Theory
Banduras 4 Pinciples Of Social Learning
Attention
Retention
Reproduction
We reproduce previously learned information (behavior,
skills, knowledge) when required.
practice through mental and physical rehearsal often
improves our responses.
Motivation
someone else being rewarded or punished for something
they have done
Goal Theory
Goal Setting Theory

Goal Orientation
Goal Setting Theory

Behaviors result from goals and intentions


Directing energy and attention
Specific goals results are better than vague goal

Pizza delivery boys example


Goal Orientation Theory
Learning orientation
Increase ability in a job
Showing progress in a job than before
Performance Orientation
Compare with others

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