Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
7
Traditional
Training
Methods
McGraw-Hill/Irwin
7-1
Introduction
Knowledge is a necessary but not sufficient
condition for employees to perform their jobs
Knowledge must be translated into behavior
McGraw-Hill/Irwin
7-2
Presentation
Methods
Hands-On Methods
Group Building
Methods
McGraw-Hill/Irwin
7-3
Presentation Methods
Presentation methods - methods in which trainees are
passive recipients of information
This information may include:
Facts or information
Processes
Problem solving methods
7-4
McGraw-Hill/Irwin
7-5
McGraw-Hill/Irwin
7-6
McGraw-Hill/Irwin
Team Teaching
Guest Speakers
7-7
Presentation Methods:
Audio-Visual Techniques
Audio-visual instruction
includes:
Overheads
Slides
Video
McGraw-Hill/Irwin
7-8
Hands-on Methods
Training methods that
require the trainee to be
actively involved in
learning
McGraw-Hill/Irwin
7-9
McGraw-Hill/Irwin
7 - 10
McGraw-Hill/Irwin
7 - 11
7 - 12
7 - 13
7 - 14
Disadvantages
Trainees must be
motivated to learn on their
own
Higher development costs
Higher development time
7 - 15
must be covered
Write trainee-centered learning objectives
directly related to the tasks
Develop the content for the learning package
Break the content into smaller pieces
Develop an evaluation package that includes:
evaluation of the trainee
evaluation of the self-directed learning package
McGraw-Hill/Irwin
7 - 16
7 - 17
Apprenticeship (continued)
Advantages
Earn pay while learning
Effective learning about
why and how
Full-time employment at
completion
McGraw-Hill/Irwin
Disadvantages
Limited access for
minorities and women
No guarantee of full-time
employment
Training results in narrow
focus expertise
7 - 18
7 - 19
7 - 20
Identify
Identify aa story
story
Gather
Gather information
information
3.
3.
4.
4.
Prepare
Prepare aa story
story outline
outline
Decide
Decide on
on administrative
administrative issues
issues
5.
5. Prepare
Prepare case
case materials
materials
McGraw-Hill/Irwin
7 - 21
McGraw-Hill/Irwin
7 - 22
McGraw-Hill/Irwin
7 - 23
7 - 24
Behavior Modeling:
Training Program Activities (1 of 2)
Introduction
Present key behaviors using video
Give rationale for skill module
Trainees discuss experiences in using skill
McGraw-Hill/Irwin
7 - 25
Behavior Modeling:
Training Program Activities (2 of 2)
Application Planning
Set improvement goals
Identify situations to use key behaviors
Identify on-the-job applications of the key behaviors
McGraw-Hill/Irwin
7 - 26
7 - 27
McGraw-Hill/Irwin
7 - 28
7 - 29
Adventure Learning (2 of 2)
To be successful:
Exercises should be related to the types of skills that
participants are expected to develop
After the exercises, a skilled facilitator should lead a
discussion about
what happened in the exercise
what was learned
how events in the exercise relate to job situation
how to apply what was learned on the job
McGraw-Hill/Irwin
7 - 30
McGraw-Hill/Irwin
7 - 31
Behavior
McGraw-Hill/Irwin
Knowledg
e
Attitude
7 - 32
Methods
Information-Based
Demonstration-Based Video
Guided Practice
Role Play
Strategies
Cross-Training
Coordination Training
Team Leader Training
Content
Knowledge
Skills
Attitudes
McGraw-Hill/Irwin
7 - 33
McGraw-Hill/Irwin
7 - 34
Action Learning (2 of 2)
Several types of problems are used including how
to:
Change the business
Better utilize technology
Remove barriers between the customer and company
Develop global leaders
McGraw-Hill/Irwin
7 - 35
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