1. Training Methods Chapter #6 Balloon Planet
Supplies: 3 scissors per group; multi-colored balloons including red (at least 25 total), spool of ribbon per group, 1 pin per group; 1 garbage sack per group; handouts

2. Learning Outcomes By the conclusion of this chapter, you should:
Be able to discuss uses of the various training methods available.
Understand which method is most effective at meeting the various learning objectives.
Understand the strengths and weaknesses of each method and be able to analyze when it is appropriate to use a particular method.

3. Training Methods Cognitive methods – Behavioral methods –
Verbal/written information; concepts; rules
Changes in knowledge and attitude
Behavioral methods –
Practice behavior (real or simulated)
Behavior change, skill development and attitude change
Cognitive methods – can influence skills development
Both can influence attitude, but do so by different means.
1 – cognitive teaches you how attitudes can be different
2- behavior allows you to see how attitudes can be different and practice with new attitudes.

4. Lecture Method Straight Lecture Lecturette Discussion Method
Best to create general understanding or to influence attitudes through education.
Straight Lecture – telling someone about something; well-organized (introduction, objectives, overview, rules, body, summary, conclusion)
Discuss Advantages/Disadvantages: one way communication; good for short amounts of time; effective with large groups that all need the same instruction. Trainee: listen, observe and take notes. Shorter the better
Lecturette - shorter version – less than 20 minutes Lecturette
Discuss Advantages/Disadvantages
Discussion Method – lecture supported by interaction between trainers and trainees. Can facilitate principle learning and problem solving. Actively involves learners
Discuss Advantages/Disadvantages: two way communication, questions asked by both the trainer and trainee.
Importance of questions: enhance understanding, keeps trainees focused, actively engages audience which will improve recall.

5. Lecture Method Analysis
Cost – relatively inexpensive; efficient
Control – high for trainer
Learning objectives – declarative knowledge (discussion can have higher learning) & attitude change
Advantage: everyone exposed to same information, cost contained, control of material (less when you allow discussion)

6. Lecture Method Analysis
Learning Process –
Attention: good in short-term
Retention: adequate if trainer can assist with symbolic coding
Reproduction: low
Training Group - large group with similar level of intellectual ability and content knowledge
Lecture – you have to work to maintain attention as a presenter. Remember a good lecture will speak at 125 wpm, the average listener can process wpm.
Retention: 1 – symbolic coding, 2 – cognitive organization, 3 – symbolic rehearsal
Note table 6-1 pg. 240
Training group needs to be smaller if you want to add the discussion tool.

7. Computer-Based Training (CBT)
Alternative to classroom training
Training occurs through use of a computer
Many different CBT approaches – See table 6-3 pg. 244

8. Computer-Based Training (CBT)
Costs – costly to develop, but cost-effective if utilized by large numbers of trainees.
Control – developer control, with pace controlled by learner and software
Learning Objectives – declarative and procedural knowledge (some strategic)
Advantages: consistent, large audiences, distance learning, self-paced, effective and efficient learning
Disadvantages: lag time between needs analysis and implementation, costly to develop – 1 hr CBT = 200 hr to develop, hardware costs/software costs (each trainee needs a station), no feedback by trainer (questions/interaction), no control over who goes through (security, passwords, helpers, etc.); limited use with for skill development – unless skill being taught is a computer skill.

9. Computer-Based Training (CBT)
Learning Process:
Attention - good at capturing and maintaining
Retention – good (uses many senses)
Reproduction – limited
Training Group – endless
(all need access to computer station)
Highly portable
Advantages: usually interesting and motivating so attention is maintained; facilitates symbolic coding and helps with organization; allows different levels of readiness.
Disadvantages:

10. Games and Simulations Equipment simulators Business Games
In-Basket Techniques
Case Study
Role Play/Skills Practice
Behavior Modeling
Games and simulations allow trainees to experience events in a controlled setting and develop skills and discover concepts that will improve performance without the risks. These methods are only as good as the discussions and debriefs that follow.
Equipment simulators – mechanical devices that require trainees to use the some procedures, movements, and/or decision processes they would use with equipment back on the job. Ie air traffic control, pilots, military.
Business Games – simulations that attempt to represent the way an industry, company or subunit of a company factions; provides the element of competition; uses rules, principles and theory to apply to simulate situation; system provides feedback to trainees regarding the decisions they make.
In-Basket Techniques – provides trainees with a packet of written information and requests that would be typically be handled in a position and requires that the trainee make the decisions. Best at developing procedural and strategic knowledge
Case Study – attempt to simulate decision making situations that trainees might find on the job. Background is provided and discussion questions are used to facilitate learning. Good at procedural and strategic learning.
Role Play – Structured; Spontaneous; single – one group; multiple – all groups; role rotation – switch roles
Skills practice
Behavior Modeling – trainees observe others and then mimic what has been demonstrated. Effective for any type of skill training. May use a video or live model – must be an expert
Pg steps

11. Games and Simulations Costs – vary
Control – both the trainee and trainer
Learning objectives
Assume some level of declarative knowledge and procedural knowledge
Good for advanced procedural and strategic knowledge and skills
Low – role plays, case studies, in basket,
Mid- behavior modeling
High – simulations, business games

12. Games and Simulations Learning Process Training Group
Attention - excellent
Retention - excellent
Reproduction – real strength
Training Group
Small groups (1-8)
Must be applicable to learning objectives. Be careful not to draw attention away from learning objectives.

13. On-The-Job Training (OJT)
Apprenticeship
Coaching/Mentoring
Train and Trainer
Most frequently used
Use of more experienced workers to train less skilled and experienced employees
One-On-One Techniques
Apprenticeships – partnership between unions/employers/schools and government. Skilled trades, 2 years OJT and 180hours classroom; journeymen is the highest level; government gives standards and services.
Coaching and mentoring – must have strong interpersonal relationship that is on-going. Good at improving fit with organization culture and norms.
Table 6-6- pg 266

14. On-The-Job Training (OJT)
Cost – relatively low
Control – trainer and trainee
Learning objectives –
Best at developing skills
Good at advanced procedural and strategic knowledge
Highest cost is training the trainers
Can increase knowledge based and shift attitude
Transfer is a natural outcome
Helps facilitate positive integration into organizations
Weakness: competence of trainer

15. On-The-Job Training (OJT)
Learning Process
Attention: high
Retention: high
Reproduction: high

16. Audiovisual Enhancements
Static - fixed
Newsprint/charts/posters
Projected text/images
Dynamic - moving
Audio-only tapes
Videos/film
Computer generated (slides)
Used in addition to mostly any other type of method. Useful for improving knowledge, skills and attitudes. Supplement.
Static – presentations of fixed text or images; stationary
Dynamic – moving media
Discuss advantages and disadvantages of each.
Table 6-7 pg 280

17. Conclusion
There are a variety of methods that can be utilized when designing training plans.
There is no one best method; each method must be analyzed and applied where appropriate in training programs.
Methods are integrally tied to learning objectives.