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The ABCs of learning outcomes
- Affective outcomes (Attitudes &Beliefs)
- Behavioral outcomes (Skills)
- Cognitive outcomes (Knowledge)
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Lecture method
- trainer verbally communicates training to audience
- primarily one way communication (trainer to audience)
- great for cognitive outcomes
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Advantages of lecture method
- effiecient way to communicate a lot of info
- useful for large groups
- pretty cheap
- most learners are comfortable w/ the format
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Disadvantages of lecture method
- pretty passive
- quality is dependent upon lecturer skill
- knowing-doing gap
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AV method
- audio/slides/visuals
- generally used with lecture
- great for cognitive outcomes
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Advantages of AV method
- cheap in the long run
- consistent
- flexible
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Disadvantages of AV method
- assumes access to technology
- even more passive than lectures
- development costs
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Methods of Training
- Presentation (lecture, a/v)
- Hands-on (On-the-job training (OJT), Simulations, Case studies, Business games, Role plays, Behavior modeling)
- Group
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OJT
- New employees learning by watching others perform the job and imitating them
- very informal
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OJT: Job instruction training
“Tell, show, do, and review”
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Advantages of JIT
- can save time and money
- increased learning transfer
- active form of learning
- immediate feedback
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Disadvantages of JIT
- can be very unstandardized
- can temporarily decrease job performance
- can learn the wrong things, too
- trainers might not know how to train
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OJT: Vestibule training
training that occurs next to work while using the same resources and facilities
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OJT: self directed learning (SDL)
employees determine the pace they need for training and take responsibility for all aspects
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Advantages to SDL
- learn at own pace
- instant feedback
- fewer trainers needed
- consistent materials
- multiple sites are easier
- fits employees schedules
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Disadvantages to SDL
- trainees must be motivated to learn
- high development costs
- high development time
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OJT: apprenticeship
work study method combining OJT and classroom training
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Advantages to apprenticeships
- earn pay while learning
- effective learning on the why and how
- could offer fulltime employment upon completion
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Disadvantages to apprenticeships
- limited access to minorities and women
- no guarantee of employment
- training can often result in narrow expertise
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Hands-On: Simulations
- represents a "real-life" work situation
- trainees decisions should result in outcomes that closely mirror what would happen on the job
- relies on fidelity, the degree learning resembles real world context
- video games are stupid
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Advantages to simulations
- Provides a high fidelity learning context
- low risk environment for learning
- immediate feedback
- potential harm minimized
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Disadvantages to simulations
- can seem artificial
- expensive to develop and maintain
- cannot mimic all situations, can lead to overconfidence
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Hands-on: Case studies
- NOT GOOD BY THEMSELVES
- How did an org deal with a specific situation?
- Trainees must analyze & critique actions taken, indicate appropriate actions, suggest would could have been done differently
- Employees must use the discovery process
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Case study strengths
- Engaging experience
- Illustrates how concepts are interrelated
- Make me appreciate contextual differences more
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Case study weaknesses
- Can seem scripted or unreal
- A lot of info for transfer
- Debreif can make or break success
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Overview of role plays
- Acting out roles
- Interpersonal responses are the primary focus
- Outcomes rely on the emotional reactions of other role players
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Strengths of role plays
- Very active learning
- Can promote continous learning through practice
- Promotes role reversal
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Weaknesses of role plays
- Only as good as the actors themselves
- Must be meaningful to the job
- Debrief can make or break success
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Overview of Hands-on: Behavior modeling
- Involves presenting trainees with a model with demonstrates key behaviors for the trainees to replicate
- Gives opportunity for them to practice
- Feedback is given post practice
- Relies of vicarious reinforcement (learning by seeing consequences for others)
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Strengths of Behavior modeling
- Learn from the experts
- Builds self-efficacy quickly
- Mistakes are quickly found and fixed
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Weakness of Behavior modeling
- Too many key behaviors can be confusing
- Models must be seen as credible
- Time consuming to develop and implement
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Group building: Adventure learning
- Development of teamwork & leadership skills using structured outdoor activities
- Best for developing (if anything) skills & attitudes related to group effectiveness such as:
- Self-awareness & problem-solving
- Conflict management & Risk-taking
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Group Building: Team training
- Coordinating the perfomance of individuals working to achieve a common goal
- Teams effectively develop procedures to
- identify & solve errors
- coordinate info-gathering
- positively reinforce each other
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Team performance
- Tied to teamwork and taskwork
- 3 components
- Behavior– communication, coordination, etc.
- Knowledge – shared mental models, procedures, norms, etc.
- Attitude – morale, cohesion, potency, etc.
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Group Building: Action learning
- "Service learning"
- Giving teams an actual business problem, having them work on solving it, committing to an action plan, hold them accountable for carrying it out.
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