Day 15 Training Methods

7/30/2019 Day 15 Training Methods

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Training Methods

Anuraag Awasthi


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Ground Rules

- Cell Phones on silent mode

- Question & Answers anytime- Keep it Interactive

- If there is any urgent call, please

silently leave the room, attend the call

and come back.


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Agenda

Implementation and Evaluation of Training

Program

Management Development Programs


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Off-the-job Training


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Off-the-job training involves training at a site awayfrom the actual work environment. It often utilizeslectures, case studies, role playing, Games, self-study, external courses, secondment, simulation

etc.A few popular methods are:

Sensitivity Training

Transactional Analysis

Straight Lectures/ Lectures

Simulation Exercises

Off-The-Job Trainings


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The advantages of off-the-job training are:

- Specialists can be used to instruct the

employees;- Training can be more concentrated;

- It is more suitable for theoretical instruction;

-It can be less stressful.



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The disadvantages of off-the-job training are:

- There may be no direct link between the training

and the job;- It can be artificial;

- Trainers may not know the specific conditions of

the employment;

- It is usually more expensive;

- Employees cannot work whilst they are being

trained.



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This method is usually described as a Laboratory

training method, Sensitivity Training, L-Group

(Learning Group) training or T-Group training

(Training Group).

This is a group training method where intensive

participation and immediate feedback are two

important components. The ultimate responsibilityof training lies with the trainees themselves, based

on introspection, feedback and openness.

Sensitivity Training (T-Group Trg.)


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- In this training, trainee gives his feedback to others,and receives feedback about himself form others. Itenhances the self awareness and sensitivity for others.During this process he is able to reform and readjust

his style, including the attitudes and belief systems.- This is an interactive method.

- This methodology improves the abilities of theindividuals and the group as a whole in the areas ofinterpersonal relations, communication, openness,trust, power sharing, influence of authority, outburst ofegoism of individuals.

- The hidden agenda or dark-side of the participantssurfaces outside.



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This method is usually described as a Laboratory

training method, Sensitivity Training, L-Group

(Learning Group) training or T-Group training

(Training Group).

This is a group training method where intensive

participation and immediate feedback are two

important components.



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The method mainly consists of a small group of 10

15 trainees working under close observation of

trainer. The group has no fixed agenda or

instructions or training schedule. In the beginningit is only a combination of individuals. Then they

slowly develop into a group and start sharing their

experiences on wider topics, management

problems, their views and opinions aboutthemselves and others.

The trainers become less active after giving the

broad objectives to the group.



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In course of time, the trainers role is limited toasking questions here and there.

The group discusses, argues and even conflictingemotional, unpleasant situations arise among thegroup members.

The group members give and receive feedbackand on their own start working towards theobjectives in their own style.

The trainer interferes wherever necessary tofacilitate the group with his reactions andinteractions.



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The duration of the program is from 2 7 daysdepending on the purpose for which the training isintended. Some trainers use T-Groups, exercises andinstruments all in the same programme. This method

is known as instrumented T-Group.Based on the target group, T-Group training is dividedinto 3 types :

- The stranger group consisting of strangers

- Family group for trainees from same department of acompany.

- Cousin groups have trainees from differentdepartments from same organization.



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Advantages :

- It is a participation oriented methodology based

on self-learning process, very much suited formature groups.

- The mental blocs or hidden agenda ofparticipants are removed in a spontaneousprocess. This is a healthier process.

- Develops interaction skills and the trainee learnsin a practical situations how to structure himself tointeract with others.



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Disadvantages :

- It is a very touchy and sensitive type of program

and some managers cannot put up with it.

- The participants with mild or strong psychologicaldiseases may upset the entire programme.

- It is difficult to get highly trained, experienced,

specialized and talented trainers to conduct

sensitivity training programmes.

- The sensitivity training is not suitable below

certain levels.



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Transactional Analysis (TA)


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This is also a method of T-Group training.

TA can help us to eradicate or minimize the

dysfunctional aspect of our personality.

The life script is the basic concept of TA. Eachperson based on his experiences during the first

five years of life draws up a future life script. He or

she then modifies it during adolescence and

attempts to abide by it. It incorporates our goals,ambitions and means of achieving these with time

spans. TA experts say it is possible to change your

life script to a happy one.



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The TA programs can vary from 1 to 5 days.

It involves sharing of concepts and knowledge of

TA, playing structured exercises and games,

leading participants to look at themselves andtheir behavior.

As in T Groups, participants examine the here

and now data to assess their personalities, how

they relate to self and others and in understandingpreconceived notions. This enables participants to

develop better interpersonal competence to

achieve a specific purpose on the job or beyond.



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This is another experiential method of traininginvolving the active participation of trainees toenhance their learning experience. It is essentiallyused in providing skills in understanding human

behavior.It effectively uses group interaction to develop in theparticipants a degree of self-awareness.

Fish Bowl can be put to use for : individual and groupbehavior, content of communication, roles individualsplay in groups, inter-group conflicts, levels ofparticipation, dynamics of group problem solving anddecision making, and inter-personal relations.

Fish Bowl Method


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The Fish-Bowl exercise is conducted to :

- Inculcate in the participants the discipline of

observing others and on the basis of this, provideobjective and constructive feedback.

- Learn about oneself, ones behavior and

personality as seen through the eyes of others

and consequently to overcome weaknesses andimprove upon strengths.

Fish Bowl Method


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The exercise can involve upto 25 participantsseated in 2 concentric circles. The target group ininner circle discusses a topic, while the outergroup observes them. Later, the outer group

members comment on the content and thedynamics and group processes of the inner groupmembers.

The trainer acts as the facilitator and guides the

participants and the processes towardsconstructive results.

After one cycle of the exercise is completed, thegroups change their place.

Fish Bowl Method


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Feedback may be provided either ways ;

- Each member of the outer group observes one

member of the inner group on all aspects of groupdynamics

- Each member of the outer group observes all

members of the inner group on a specific

dimension of group process.

Fish Bowl Method


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Group Task Roles are behaviors that help the

group solve its problem or accomplish its tasks.

These roles include :

- Initiator- Information / opinion seeker

- Information / opinion giver

- Clarifier

- Coordinator

- Orienter

Fish Bowl Method


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Group Building Roles help members to function

together as a group ad maintain good

interpersonal relationships :

- Supporter- Harmonizer

- Tension Reliever

- Encourager

Fish Bowl Method


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Self-centered Roles satisfy an individuals needs

without regard for the other members of the group

:

- Blocker- Aggressor

- Recognition Seeker

- Clown

- Coordinator

- Dominator

Fish Bowl Method


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Implementation of Training

Programme


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Implementation Phase

Instructional

Material

Dry Run

InstructionalEquipment

Trainer &

Trainee

Manuals

Facilities

Pilot

Program

Evaluation and

Assessment of

utility

Training

Implementation

Input Process Output


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Dry run is not designed to actually train theparticipants; it is to determine the value and clarityof the various pieces of the training program in acontrolled setting.

To get as many key perspectives as possible,some potential trainees, some content expertsand some members of the training design anddevelopment team participate in the dry run.

The dry run may not require all the trainingmodules in the program to be tested. Based onthe feedback after the dry run, revise the trainingprogram.



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Pilot Program is a full fledged training program

with trainees present.

The trainees, however, are chosen with care to

ensure that people who are generally supportiveand not likely to be disruptive are present. This is

to spread a positive word about the training for

future batches.

The pilot program also provides with additionalinputs for further refining the training.



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The main goals of Pilot training are :

- Provide the trainees with the relevant training.

- Assess further the timing and relevance ofmodules and various training components.

- Determine the appropriateness, clarity and flow

of material.

- Help future trainers get trained.



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Preparation

- Arrive early to ensure equipment and logistics are in order

- Try them once

- Check for flip charts, markers etc.

The beginning of Training

- Greet trainees and have small talk with them.

- Start on time to reinforce the importance of time.

- Start with some ice breaker to accommodate those who

are late- Ask people for their expectations

- Go thru the agenda

- Clarify rules during training

Tips for trainers


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Setting the Tone

- Dress appropriately

- Use podium for a straight lecture method.

Listening & Questioning- Initially share your experiences, but laterencourage trainees to share their experiencesrelated to training.

- Provide clear instructions while doing anyexercise to avoid misunderstanding.

-Trainees are different (Quiet, talkative, angry,comedian etc.)

Tips for trainers


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Questions???


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Thanks

Documents

Day 15 Training Methods