Chapter 4
Traditional Training Methods
Presentation Methods
• Methods in which trainees are passive
recipients of information, which may include:
– facts or information
– processes
– problem-solving methods
• It includes lectures and audio-visual
techniques.
Training & Development
Instructor: Sara Aslam
Presentation Methods (cont.)
1- Lectures
 Trainers communicate through spoken words what they want
the trainees to learn.
 Least expensive and least time-consuming ways to present a
large amount of information.
 It is easily employed with large groups of trainees.
 Supports training methods such as behavior modeling and
technology-based techniques.
Training & Development
Instructor: Sara Aslam
Variations of the Lecture Method
Training & Development
Instructor: Sara Aslam
Presentation Methods (cont.)
Advantages
Disadvantages
Team teaching
Brings more expertise and
alternative perspectives
to the training session.
Requires more time on
the part of trainers.
Guest speakers
Motivate learning by
bringing to the trainees
relevant examples and
applications.
Presentation does not
relate to the course
content.
Panels
Good for showing trainees
different viewpoints in a
debate.
Trainees who are
relatively naive about a
topic may have
difficulty understanding
the
important points.
Student
presentations
Increase the material’s
meaningfulness and
trainees’ attentiveness.
Can inhibit learning if
the trainees do not
have presentation
skills.
Presentation Methods (cont.)
•
Lecture
 Lacks participant involvement, feedback, and
meaningful connection to the work environment.
 Appeals to few of the trainees’ senses because
trainees focus primarily on hearing information.
 It is difficult to judge quickly and efficiently the
learners’ level of understanding.
 Is often supplemented with question-and-answer
periods, discussion, video, games, or case
studies.
Presentation Methods (cont.)
• 2- Audiovisual instruction - includes
overheads, slides, and video.
Video is a popular instructional method used for improving
communications skills, interviewing skills, and customer-service
skills and for illustrating how procedures should be followed.
Training & Development
Instructor: Sara Aslam
Presentation Methods (cont.)
Advantages
Video
Flexibility in customizing
the session depending on
trainees’ expertise.
Trainees can be exposed
to equipment, problems,
and events that cannot be
easily demonstrated.
Trainees are provided with
consistent instruction.
Provides immediate
objective feedback.
It requires minimal
knowledge of technology
and equipment.
Disadvantages
 Too much content
for the trainee to
learn.
 Poor dialogue
between the
actors.
 Overuse of humor
or music, and
drama that makes
it confusing for the
trainee to
understand the
important learning
points emphasized
in the video.
Hands-on Methods
Training methods that require the trainee to
be actively involved in learning.
– On-the-job training (OJT) - new or inexperienced
employees learning in the work setting and during work by
observing peers or managers performing the job and trying to
imitate their behavior.
• Can be useful for training newly hired employees,
upgrading experienced employees’ skills, cross-training
employees, and orienting transferred or promoted
employees to their new jobs.
Training & Development
Instructor: Sara Aslam
Hands-on Methods (cont.)
On-the-job
training
(OJT)
Advantages
Disadvantages
 Customized to the
experiences and
abilities of trainees.
 Training is immediately
applicable to the job.
 Save costs.
 Can be offered at any
time, and trainers will
be available because
they are peers.
 Unstructured OJT can
result in poorly
trained employees.
Principles of On-the-Job Training
Hands-on Methods (cont.)
Advantages
Disadvantages
Self directed
 Allows trainees to learn at  Trainees must be
learning –
their own pace and
motivated to learn on
receive feedback about
their own.
employees take
the learning performance.  Development time is
responsibility for all
aspects of learning  Requires fewer trainers,
longer.
including when it is
reduces costs associated
conducted and who
with travel and meeting
will be involved.
rooms, and makes
multiple-site training
more realistic.
Hands-on Methods (cont.)
Advantages
Apprenticeship  Learners can earn pay while
they learn.
work-study
training method  Meets specific business
with both ontraining needs and help
the-job and
attract talented employees.
classroom
training.
Disadvantages
 High development
costs.
 Increased time
commitment required
of management and
workers.
Hands-on Methods (cont.)
• Simulation - training method that represents a real-life
situation, with trainees’ decisions resulting in outcomes that
mirror what would happen if they were on the job.
– Is used to teach production, process skills,
management, and interpersonal skills.
Training & Development
Instructor: Sara Aslam
Hands-on Methods (cont.)
• Case studies - description about how
employees or an organization dealt with a
difficult situation.
– Trainees are required to analyze and critique the
actions taken, indicating the appropriate actions
and suggesting what might have been done
differently.
– Assumes that employees are most likely to recall
and use knowledge and skills if they learn through
a process of discovery.
Process for Case Development
Training & Development
Instructor: Sara Aslam
Choosing a Training Method?
•
•
•
•
Identify the type of learning outcome that you want
training to influence.
Consider the extent to which the learning method
facilitates learning and transfer of training.
Evaluate the costs related to development and use of the
method.
Consider the effectiveness of the training method.
Training & Development
Instructor: Sara Aslam
Theories
1.
2.
3.
4.
5.
6.
Reinforcement theory
Adult learning theory
Goal setting theory
Expectancy theory
Social learning theory
Information processing theory
Theories
1.
•
•
•
•
•
•
•
•
•
•
Reinforcement theory (GIVEN)
Reinforcement Theory
“The theory which emphasizes that people are motivated to perform or avoid certain behaviors
because of past outcomes that have resulted from those behaviors is termed as reinforcement
theory.”
For example:
If an employee does good work, you can provide him with some reward or give him some days off
from the job for his or her good performance.
Type of reinforcement theory:
4 types of reinforcement theory are:
Positive reinforcement: pleasant outcomes resulting from behavior. Introducing a reward. For
example, giving a child a treat when he or she is polite with others.
Negative reinforcement: consolation of specific ways of behaving by eliminating or staying away
from an adverse result or upgrades. People normally utilize this strategy to guide kids with learning
great examples of conduct, also it plays role in training programs.
Punishment reinforcement: punishment always decreases the behavior. It occurs after unpleasant
behavior. There are two types of punishment; positive punishment “something is added to diminish
the probability of a way of behaving”, negative punishment; “something is eliminated to diminish
the probability of a way of behaving.”
Extinction reinforcement: The most common way of pulling out positive or negative reinforcement
to wipe out a way of behaving is known as extinction. For example; managers ignore the behavior.
Theories
1. Reinforcement theory
• Goals of reinforcement theory:
• To motivate the employees,
• Increasing opportunities to consider new
positions in the company
• Improves the learning of the employees which
help them in acquiring knowledge,
• Modifying skills etc.
• To strengthen a behavior so that it will likely to
occur again.
Theories
1. Reinforcement theory
• Advantages:
• It gives reward for positive behavior of people. In organizations there are different
kind of people with different positive or negative attitudes. People with positive
attitudes are rewarded for instance let’s take an example of 2 employees coming
to the company. One employee has been coming to the company early from last
few months. Other employee has been coming last from last few months. The
management needs to appreciate the one who is on time, which will lift his
morale. This motivation will ultimately have a positive impact on the productivity.
• It give punishments to repeat offenders. For instance, any employee who comes
late to the workplace regularly will get some amount of his pay cut. This will
change the negative attitude of the employees into positive attitude, and they
won’t repeat the same mistake again. This pro can help employee change small
habits that are crucial for company’s performance.
• Impact on improving workplace environment. The place where different
employees with dissimilar attitudes will work together. The one’s who have
positive behavior will be providing motivation to others too. People who have
negative behavior will also shift to positive behavior that will in turn clear the
workplace environment.
Theories
1. Reinforcement theory
• Disadvantages:
• The workers feelings are ignored in workplace. As stated in the above
example that the workers are punished for their negative behavior, it is
likely that the person has his/ her personal reasons for coming late. This
theory merely focuses on the factors and the inner feeling of employees
are not taken into consideration and they might feel unwanted and
unvaluable.
• This can curtail an employee’s creativity if his concentration will be
towards doing what will portray his positive behavior and staying away
from negative behavior. When employees can’t freely talk about his
innovative ideas then this provides a negative effect on company’s
performance and there is no productivity.
• The employees are motivated forcefully. The impact of forceful
motivation on employees will be that they would be completing their task
but not with their full heart in it. They would do it only to complete the
tasks given to them and their inner productivity will be minimal.
Theories
2. Information processing theory
An approach to cognitive development studies called
information processing theory aims to explain how
information is stored in memory. It is predicated on the
notion that people don't just react to environmental cues.
Instead, information is processed by people. Corporate
training can be organized using the Information
Processing Theory as a framework. It gives you a method
for guaranteeing that your students receive more than a
cursory understanding of the information we present to
them. It makes sure that it is stored in their long-term
memory for retrieval at any time.
Theories
2. Information processing theory
• Advantages of Information Processing Theory for Organizations
• The information processing theory is effective for organizing corporate training. It
provides us with a strategy for guaranteeing that our learners receive more than a
basic knowledge of the topics we provide them. It aids in ensuring that it is stored
in their long-term memory for recall when needed. Furthermore, Illusions like
unclear figures serve as a useful reminder that our vision is not always correct. This
is why we must remain vigilant when interpreting information, especially when
making decisions.
• Disadvantages of Information Processing Theory for Organizations
• The notion of information processing is not a perfect approximation for how the
brain operates. The human brain is more than just a passive information processor.
We are not born with data, algorithms, or decoders; instead, we are born with
senses, reflexes, emotions, and the potential to learn and evolve over time.
Moreover, cognition is a complex process that we still don't fully comprehend.
Furthermore, sensory memory, short-term memory, and long-term memory are all
necessary for storing and organizing information. It's critical to remember that our
recollections aren't flawless. They are frequently flawed, in fact, because our
biases, emotions, and past experiences can all influence them.
Theories
3. Social learning theory
suggests that social behavior is learned by observing and imitating the behavior of others. Psychologist
Albert Bandura developed the social learning theory open_in_new as an alternative to the earlier work
of fellow psychologist B.F. Skinner, known for his influence on behaviorism. Albert Bandura As the
creator of the concept of social learning theory, Bandura proposes five essential steps in order for the
learning to take place: observation, attention, retention, reproduction, and motivation.
GOAL:The goal of the social learning theory is to show that an individual can learn in multiple ways.
People make choices based on self-reflection, but mainly the environment in which a person finds
themselves influences the way they behave and learn.
ADVANTAGGE; One of the primary strengths of social learning theory is its flexibility in explaining the
differences in a person's behavior or learning, i.e., when there is a change in a person's environment,
the person's behavior may change.
Adv
: Provides insight into how people learn from others and provides ideas for including effective elements
into your scenarios.
Cons: Not a model for how everyone might behave, more of a guide that can predict behaviour.
Theories
1. Adult learning theory
• Advantages of Adult Learning Theory
• When organizations understand how adults favour learning, training and
educational programs can be tailored to ensure they leverage the qualities the
adults possess to effectively share the knowledge they already have and what they
have yet to master. Adult learning theory allows corporate training programs to
incorporate practical uses that help increase an adult’s competence and overall
confidence. When adults are placed in a new learning environment, they are
motivated to showcase their capabilities and what they bring to the table. It is
simple to walk adult learners through a step-by-step workflow process when they
already have real-life experiences and examples to reflect on.
• Learning for an adult can be transformative, so when an organization focuses on
excelling in providing adult learning, they assist their team with their personal
development in the long run (Chen, 2012). Unlike children, adult learners are able
to learn at their own pace. However, it does not take much to motivate adult
learners because they are often eager to succeed and put their knowledge to use.
Utilizing adult learning theory, in general, helps support lifelong learning; it allows
adults to engage in formal and informal learning settings to further develop.
Theories
1. Adult learning theory
• Disadvantages of Adult Learning Theory
• It can be challenging to apply adult learning principles. Adults must be keen and
driven to seek their goals. If not, resistance can occur, thus impacting the overall
culture within a workplace. Mentors or coaches who do not understand the
different adult learning theories will have a hard time developing and selecting an
evaluation system. They will be unsure of what tools and instruments to utilize
that measure the expected competencies and outcomes that keep the learners
motivated. It can be challenging to motivate adults because, more often than not,
they are driven by their internal values and needs and have few external
motivators (Smith, 2014). For example, adult students may refrain from
participating in specific learning activities, especially if they have had previous
negative experiences they fear will occur again (Chen, 2012). Also, it is critical to
remember that adults have other social and personal responsibilities they need to
focus on. In other words, even though an individual might be interested in
participating in a training program, they might struggle to maintain a balance
between their work and other commitments.
Theories
Expectancy theory
suggests that individuals are motivated to perform if they know that their extra
performance is recognized and rewarded (Vroom, 1964). Consequently, companies
using performance-based pay can expect improvements. Performance-based pay can
link rewards to the amount of products employees produced.EXAMPLE: One of the
most common expectancy theory examples is people working harder when they
believe the added effort will help them achieve a goal and be rewarded. As a manager,
if your team is unmotivated, it may be because: They don't value the rewards
associated with the work you're doing.
ADVANTAGES: It is based on self-interest individual who want to achieve maximum
satisfaction and who wants to minimize dissatisfaction. This theory stresses upon the
expectations and perception; what is real and actual is immaterial. It emphasizes on
rewards or pay-offs.
DISADVANTAGE: t assumes that effort and performance will result in the desired
reward.The theory does not account for factors like an employee's learning and
workload capacity.If either the task is unachievable, the reward is not delivered or the
outcome isn't valuable, that is enough for employees to lose motivation.
Theories
• Need theory (quiz)