Training Method

LEARNING OUTCOMES
-On-the-Job training
-Apprenticeship training
-Informal learning
-Job instruction training
-Lectures
-Programmed learning
-Audiovisual-based training
-Vestibule training
-Teletraining and videoconferencing
-Electronic performance support systems (EPSS)
-Computer-based training (CBT)
-Internet-based training (Learning Portals)
-Management development and managerial on-the-job training (Job rotation,
Coaching and understudy, Action learning)
-Off-the-Job management training and development techniques

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The OJT Training Method

On-the-Job Training (OJT)
Having a person learn a job

by actually doing the job.

Types of On-the-Job Training

Coaching or understudy
Job rotation
Special assignments

Advantages
Inexpensive
Learn by doing
Immediate feedback

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Training Methods (Contd)

Apprenticeship Training: A structured process by which people

become skilled workers through a combination of classroom
instruction and on-the-job training.

Informal Learning: Performing jobs on a daily basis in collaboration

with their colleagues.

Job Instruction Training(JIT): listing each jobs basic tasks, along

with key points, in order to provide step-by-step for employees.

Lectures

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Programmed Learning
Presenting
questions, facts,
or problems to
the learner

Allowing the
person to
respond

Providing
feedback on the
accuracy of
answers

Advantages
Reduced training time
Self-paced learning
Immediate feedback
Reduced risk of error for learner

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84

Training Methods (contd)

Audiovisual Training: DVDs, films, PowerPoints, and audiotapes

can be very effective and are widely used.

Vestibule Training: Training employees on special off-the-job

equipment, as in airplane pilot training, so training costs and
hazards can be reduced.

Teletraining and Videoconferencing: With teletraining a trainer in a

central location teaches groups of employees at remote locations
via television hookup. And video conferencing allows people in one
location to communicate live with people in another city or country,
or with groups in several cities.

Electronic Performance Support Systems (EPSS): computerized

tools and displays that automate training, documentation, and
phone support.

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Training Methods(Contd)
Computer- Based Training:
Advantages
Reduced learning time
Cost effectiveness
Instructional consistency

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Internet-Based Training
Teletraining and
Videoconferencing
Electronic Performance Support

Distance
Learning
Methods

Systems (EPSS)
Computer-Based Training

E-learning and learning portals

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Management Development
Any attempt to improve current or future
management performance by imparting
knowledge, changing attitudes, or increasing
skills.

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Management Development Techniques

(Contd)

Managerial On-the-Job Training

Job
rotation

Coaching and
understudy

Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall

Action
learning

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Other Management Training

Techniques
Off-the-Job Management Training
and Development Techniques
The case study method

Role playing

Management games

Behavior modeling

Outside seminars

Corporate universities

University-related programs

Executive coaches

Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall

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Management Development
(contd)
The Case Study Method:
A development method in which the manager is presented with a written
description of an organizational problem to diagnose and solve.
Management Game:
A development technique in which teams of managers compete by making
computerized decisions regarding realistic but simulated situations.
Outside Seminars
University Related Programs
Role Playing:
A training technique in which trainees at out parts in a realistic management
situation.
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811

Management Development
(contd)
Behavior Modeling:
A training technique in which trainees are first shown good management
techniques in a field, are asked to play roles in a simulated situations, and
are then given feedback and praise by their supervisors.

Corporate Universities:
A company based method for exposing prospective managers to realistic
exercises to develop improved management skills.

Executive Coach:
An outside consultant who questions the executives associates in order to
identify the executives strength and weaknesses, and then counsels the
executive so he or she can capitalize on those strengths and overcome the
weaknesses.

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