Training Delivery Methods

Three basic categories:

On-the-Job Training
Classroom Training
Self-Paced Training
On-the-Job Training (OJT)
Job instruction training (JIT)
Job rotation
Coaching
Mentoring
Characteristics of OJT
Training at ones regular workstation
Most common form of training
Strengths:
Realism
Applicability
Weaknesses:
No formal structure
Can perpetuate mistakes
Facilitates training transfer to the job
Reduced training costs, since classroom is not needed
Noise and production needs may reduce training effectiveness
Quality and safety may be impacted
Job Instruction Training (JIT)
Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills and attitudes
development.
Prepare the worker
Present the task
Practice the task
Follow-up
JIT Process
Observe work processes
Brainstorm improvements
Analyze options
Implement improvements
Evaluate results and make adjustments
Procedure of Job Instruction Technique (JIT)
JIT consists of four steps:
Plan This step includes a written breakdown of the work to be done because the trainer and the trainee
must understand that documentation is must and important for the familiarity of work. A trainer who is
aware of the work well is likely to do many things and in the process might miss few things. Therefore, a
structured analysis and proper documentation ensures that all the points are covered in the training
program. The second step is to find out what the trainee knows and what training should focus on.
Then, the next step is to create a comfortable atmosphere for the trainees i.e. proper orientation program,
availing the resources, familiarizing trainee with the training program, etc.
Present In this step, trainer provides the synopsis of the job while presenting the participants the different
aspects of the work. When the trainer finished, the trainee demonstrates how to do the job and why is that
done in that specific manner. Trainee actually demonstrates the procedure while emphasizing the key points
and safety instructions.

Trial This step actually a kind of rehearsal step, in which trainee tries to perform the work and the trainer is
able to provide instant feedback. In this step, the focus is on improving the method of instruction because a
trainer considers that any error if occurring may be a function of training not the trainee. This step allows the
trainee to see the after effects of using an incorrect method. The trainer then helps the trainee by
questioning and guiding to identify the correct procedure.
Follow-up In this step, the trainer checks the trainees job frequently after the training program is over to
prevent bad work habits from developing.
Job Rotation
Job Rotation teaches current employees how to do various jobs over time. The employee will rotate around to
different jobs within the organization, performing various different tasks unrelated to his original job.
Cookie uses job rotation for tasks that require a specific skill set, like chocolate mixing. By learning different facets of
the candy making process, the employees develop more skills. This method is useful when employees call out sick or
take vacations.
Cookie temporarily moved Melvin, an experienced candy cutter, over to the mixing department to learn how to mix
chocolate. Melvin worked alongside an experienced chocolate mixer to learn the job. With Melvin well trained in
mixology, Cookie knew that if necessary, she could quickly and easily move him from candy cutting to chocolate
mixing without disrupting the factory's output.
The advantages of this method are:
Reduces employee boredom
Increases skills
Opens new opportunities to employees
Hones in on employee interests
The disadvantages of this method are:
Employee may not be satisfied with the new rotation
Employee morale may decrease if employee is moved for a long period of time
Can disrupt the workflow as employee learns new task or job
Coaching and Mentoring
Coaching between worker and supervisor
Can provide specific performance improvement and correction
Mentoring senior employee paired with a junior employee (protg)
Helps to learn the ropes
Prepares protg for future advancement
Classroom Training Approaches
Five basic types:
Lecture
Discussion
Audiovisual Media

Experimental Methods
Classroom-based Computer-Based Training
Lecture
Oral presentation of material
Some visual aids can be added
Remains a very popular training method
Transfers lots of information quickly
Interesting lectures can work well
Good to supplement with other materials
Problems with Lecture Method
One-way form of communication
Trainees must be motivated to listen
Often lacks idea sharing
People dont always like listening to lectures
Discussion Method
Two-way communication
Use questions to control lesson
Types of Questions:
Direct: produce narrow responses
Reflective: mirror what was said
Open-Ended: challenge learners to increase understanding
Challenges of Using the Discussion Method
Maintaining control in larger classes
Needs a skilled facilitator
Needs more time than lecture
Trainees must prepare for the lesson by reading assignments, etc.
Audiovisual Media
Brings visual senses (seeing) into play, along with audio senses (hearing)
Types:
Static Media
Dynamic Media
Telecommunications
Static Media
Printed materials
Lecture notes
Work aids
Handouts
Slides e.g., PowerPoint
Overhead transparencies
Dynamic Media
Audio cassettes
CDs
Film
Videotape
DVD
Video disc
Telecommunications
Instructional TV
Teleconferencing

Videoconferencing
Experiential Training
Case studies
Specific instructional objectives
Case approach objectives
Attributes of particular case
Learner characteristics
Instructional timing
Training environment
Facilitators characteristics
Business game simulations
Computerized versus manual
Operational
Financial
Resource bound
In-basket exercise
Setting priorities
Time-driven decision making
Role playing
Self discovery; use of interpersonal skills a plus
Some trainees are better actors
Transfer to job can be difficult
Behavior modeling
Used mainly for interpersonal skills training
Practice target behavior
Get immediate feedback (video, among other media)
Outdoor training
Ropes courses, etc.
Can facilitate teamwork
Focus on group problem identification, problem solving
Often good for team building
Fun but is it effective training?
Self-Paced Training
Hard-copy
Correspondence courses
Programmed instruction
Computer-Based Training (CBT)
Computer-aided instruction
Internet/intranet training
Hard-Copy, Self-Paced Training
Good for remote locations without Internet access
Individual follows text at own pace
Correct/incorrect answers determine progress
Trainee works alone without instructor interface
Still used, but increasingly being replaced by CBT
Computer-Based Training (CBT)
Interactive with user
Training when and where user wants it
Trainee has greater control over progress

CBT can provide progress reports and be tailored to specific instructional objectives
Trainee works on own with minimal facilitation by instructor who is elsewhere
Types of CBT
Computer-Aided Instruction
Internet & Intranet-Based Training (e-learning)
Intelligent Computer-Assisted Instruction
Computer-Based Training (Classroom-Based)
Group-based
Instructor is present and facilitates computer-based learning
Trainees are collocated and can help each other
Requires computer, etc., for each trainee
Computer-Aided Instruction (CAI)
Drill-and-practice approach
Read-only presentation of a classic training program
Multimedia courses
Interactive multimedia training
Simulations
Advantages of CAI
Interactive with each student
Student is self-paced
Logistics
Increasingly available over the Internet (or via an organizations intranet)
Updates are easily distributed
Instructional Management & Reporting
CAN be cost-effective
E-learning
Intranet
Internal to site/organization
Internet
General communications
Online reference
Needs assessment, administration, testing
Distribution of CBT
Delivery of multimedia
Intelligent CAI
Uses computers capabilities to provide tailored instruction
Can use expert systems, fuzzy logic, and other rubrics
Can provide real-time simulation and stimulation