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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.
Off-The-Job Trainings
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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.
Off-The-Job Trainings
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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.
Sensitivity Training (T-Group Trg.)
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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.
Sensitivity Training (T-Group Trg.)
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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.
Sensitivity Training (T-Group Trg.)
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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.
Sensitivity Training (T-Group Trg.)
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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.
Sensitivity Training (T-Group Trg.)
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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.
Sensitivity Training (T-Group Trg.)
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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.
Sensitivity Training (T-Group Trg.)
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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.
Transactional Analysis (TA)
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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.
Transactional Analysis (TA)
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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.
Implementation Phase
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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.
Implementation Phase
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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.
Implementation Phase
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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