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MODERN METHODS OF TRAININGNikita Figueirado Patricia Dsouza Rashmi Shetty Noel Dsouza 21 23 24 22
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Flow of the presentationy Introduction y Computer based training y Competency based training y Experimental method y Experiential method y Outbound training y Training with magic
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TRAINING AND DEVELOPMENTy It is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioural change takes place in structured format.
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TWO APPROACHES OF T&Dy Traditional approach y Modern approach
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COMPUTER BASED TRAINING
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INTELLIGENT TUTORIAL SYSTEMy This system uses artificial
intelligence to assist in training or tutoring the participants.y This system also learns
through trainee responses.
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FEATURES OF INTELLIGENT TUTORIAL SYSTEM It selects the appropriate level of instructions for the
participants It guides the trainees It is a text-based system It evaluates the training program It helps to improve the methodology for teaching7
Exampley There are 3 students A,B,C. The Intelligent Tutorial System
determines the problem with the three students, diagnose them, and provide them a different type of instruction to each student keeping the errors they make in mind.
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VIRTUAL REALITYy It is a training method that puts the
participant in 3-D environment y The 3-D environment stimulates situations that are experienced in the job y Then the participant interacts with the 3-Dimages to accomplish the training objective
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FEATURES OF VIRTUAL REALITYy It is expensive y It is time-consuming y It is flexible in nature y It requires excellent infrastructure.
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PROGRAMMED INSTRUCTIONy It is a graded sequence of controlled steps. Students work
through the programmed material by themselves at their own speed and after each step it shows the correct answer or given additional information.y Computer-assisted instruction, which tests students' abilities
and marks their progressy It also comes in printed forms , tapes ,interactive videos
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FEATURES OF PROGRAMMED INSTRUCTIONy It provides immediate feedback to trainee
response y It frequently reviews the content y It allows the trainee to move through the content at their own speed or capability
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COMPETENCY BASED TRAININGy Purpose:
To develop competent workforce. 2. Consistently perform activities as per the expected standards1.
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COMPETENCY BASED TRAININGy Basis of training is explicit. y Standards of performance are measurable. y Reflect the actual expectations of performance in a work
role.y Key features:
Competencies to be demonstrated are derived from the job function/roles of different categories of employees. 2. The methodology for assessing the performance is based upon achieving specified competencies and is made public in advance.1.14
MODEL FOR COMPETENCY BASED TRAININGIdentification of Competency Requirements Preparation of Modules for Instruction Programme Implementation
Evaluation
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EXPERIENTIAL METHODy Sensitivity trainings y Transactional analysis
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SENSITIVITY TRAININGSy The main purpose of sensitivity training is the development
of awareness and sensitivity to behavioral patterns of one self and others.y Role of trainee is not structured. y Laboratory situation, where one gets a chance to know more
about oneself and the impact of his behavior on others.
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Results1. 2. 3. 4. 5. 6. 7.18
Increased openness with others Greater concern for others Increased tolerance for individual differences Less ethnic prejudice Understanding of group processes Enhanced listening skills Increase trust and support
TRANSACTIONAL ANALYSISy Transactional Analysis provides trainees with a realistic and useful
method for Analysing and understanding the behaviour of others.
y In every social interaction, there is a motivation provided by one
person and a reaction to that motivation given by another person. This motivation-reaction relationship between two persons is a transaction.19
OUT BOUND PROGRAMMEy Outbound Training (OBT) is a new concept where it is
neither a picnic nor a team exercise held within the four walls of the office. It was a combination of both and was a new venture .y The objective is to provide a hands-on outdoor experience in
which team spirit, leadership and communication skills would be build.20
TRAINING WITH MAGICAny trainer can master the power to enhance the effective of a training workshop just by following a basic guidelines.
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BASIC GUIDE TO TRAINING WITH MAGIC:y Become acquainted with magic as a training tool. y Realize that you dont have to be an expert magician to be successful in using
magic in your workshop.y Overcome your fear of failure when using magic in training y Enhance your training humour with magic in training. y Learn No Fail Magic. y Experience the enthusiasm and excitement little magic can generate in a training
session.y Experience the creativity generating potential of magic. y Learn how to be sensitive to your training potential audience when using magic
effect.22
y Maintain the information transfer effectiveness of a training session that
incorporates a touch of magic.
GRID TRAINING Managerial Grid- Organizational Development
technique
Represents several possible leadership styles Each style represents a different combination of two basic
orientations concern for people and concern for production Aims at developing open confrontation of organizational
problems and high people-high production leadership23
PHASES OF GRID TRAININGy Phase 1:
Weekend conference-trainees are taught the fundamentalsy Phase 2:
Comprises discussion, analysis and solution of unit problems and practices by the management and subordinates
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PHASES OF GRID TRAINING (cont..)y Phase 3:
Meeting with various groups with the aim of working out company wide problems and setting some development targets for the company as a wholey Phase 4:
Involves outlining specific procedures for accomplishing the companys development targets
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PHASES OF GRID TRAINING (cont..)y Phase 5:
Includes evaluation of the units accomplishments and beginning work on any remaining or new projects
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NET VARSITY (CORPORATE UNIVERSITY)y Latest fever enveloping the training world is the
corporate universityy It aims to systemize training as a function, maximize investment in
employee education or develop workforce employabilityy The end result is one remaining competitive
in the global environmenty Examples: Disney university, McDonalds Hamburger University,
Motorola University, IBM Global Campus, GM University, Volvo University.27
ConclusionTo be in good moral condition requires at least as much training as to be in good physical condition. -Jawaharlal Nehru
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References:y Enriching Human Capital Through Training and Development
- P L Rao y Personal Growth and Training& Development - Madhurima Lall - Sheetal Sharma
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