Methods of Training

Role Playing
During a role play, the trainees assume roles and act out situations connected to the learning concepts. It is good for customer service and sales training.
Pros: Trainees can learn possible results of certain behaviors in a classroom situation. They get an opportunity to practice people skills. It is possible to experiment
with many different approaches to a situation without alienating any actual customers.
Cons: A lot of time is spent making a single point. Trainers must be skilled and creative in helping the class learn from the situation. In some role play situations, only a
few people get to practice while others watch.
Case Studies
A case study is a description of a real or imagined situation which contains information that trainees can use to analyze what has occurred and why. The trainees
recommend solutions based on the content provided.
Pros: A case study can present a real-life situation which lets trainees consider what they would do. It can present a wide variety of skills in which applying knowledge
is important.
Cons: Cases can be difficult to write and time-consuming to discuss. The trainer must be creative and very skilled at leading discussions, making points, and keeping
trainees on track.
Simulations
Trainees participate in a reality-based, interactive activity where they imitate actions required on the job. It is a useful technique for skills development.
Pros: Training becomes more reality-based, as trainees are actively involved in the learning process. It directly applies to jobs performed after training. Simulations
involve yet another learning style, increasing the chance that trainees will retain what they have learned.
Cons: Simulations are time-consuming. The trainer must be very skilled and make sure that trainees practice the skills correctly. Only perfect practice makes perfect.
Movies/videos/computer-based training
Content for the training experience comes primarily from a videotape or computer-based program.
Pros: It is easy to provide this training and the trainer can follow-up with questions and discussion. It is also easy to assure that the same information is presented to
each trainee.
Cons: It is expensive to develop. Most trainers choosing this option must purchase the training from an outside vendor, making the content less specific to their needs.
On-the-job training
This is the most common method of training. The trainee is placed on the job and the manager or mentor shows the trainee how to do the job. To be successful, the
training should be done according to a structured program that uses task lists, job breakdowns, and performance standards as a lesson plan.
Pros: The training can be made extremely specific to the employee's needs. It is highly practical and reality-based. It also helps the employee establish important
relationships with his or her supervisor or mentor.
Cons: Training is not standardized for employees. There is often a tendency to have a person learn by doing the job, providing no real training.
Mentoring
A mentor can tutor others in their learning. Mentors help employees solve problems both through training them in skills and through modeling effective attitudes and
behaviors. This system is sometimes known as a buddy system.
Pros: It can take place before, during, or after a shift. It gives the trainee individual attention and immediate feedback. It also helps the trainee get information regarding
the business culture and organizational structure.
Cons: Training can be interrupted if the mentor moves on. If a properly trained mentor is not chosen, the trainee can pick up bad habits.

When choosing from among these methods, the trainer must decide which one best suits the trainees, the environment, and the investments available. Many trainers will
choose to combine methods or vary them. Others will select a single method that works best for them and never vary. With so many options, a trainer is limited only by
his or her creativity.

Projects
Projects require the trainees to do something on the job which improves the business as well as helps them learn about the topic of training. It might involve
participation on a team, the creation of a database, or the forming of a new process. The type of project will vary by business and the skill level of the trainee.
Pros: This is a good training activity for experienced employees. Projects can be chosen which help solve problems or otherwise improve the operation. Trainees get
first-hand experience in the topic of the training. Little time is needed to prepare the training experience.
Cons: Without proper introduction to the project and its purpose, trainees may think they are doing somebody elses work. Also, if they do not have an interest in the
project or there is no immediate impact on their own jobs, it will be difficult to obtain and maintain their interest.
Common individual training methods include:
Self-discovery
Trainees discover the competencies on their own using such techniques as guided exercises, books, and research.
Pros: Trainees are able to choose the learning style that works the best for them. They are able to move at their own pace and have a great deal of ownership over their
learning.
Cons: Trainees can easily get side-tracked and may move slower than the trainer desires. It is also more difficult to measure the employees progress.
Seminar
Seminars often combine several group methods: lectures, discussions, conferences, demonstrations.
Pros: Group members are involved in the training. The trainer can use many group methods as part of the seminar activity.
Cons: Planning is time-consuming. The trainer must have skill in conducting a seminar. More time is needed to conduct a seminar than is needed for many other
methods.
Conference
The conference training method is a good problem-solving approach. A group considers a specific problem or issue and they work to reach agreement on statements or
solutions.
Pros: There is a lot of trainee participation. The trainees build consensus and the trainer can use several methods (lecture, panel, seminar) to keep sessions interesting.
Cons: It can be difficult to control a group. Opinions generated at the conference may differ from the managers ideas, causing conflict.
Panel
A panel provides several points of view on a topic to seek alternatives to a situation. Panel members may have differing views but they must also have objective
concerns for the purpose of the training. This is an excellent method for using outside resource people.
Pros: Trainees often find it interesting to hear different points of view. The process invites employees to share their opinions and they are challenged to consider
alternatives.
Cons: It requires a great deal of preparation. The results of the method can be difficult to evaluate.
Lecture
A lecture is the method learners often most commonly associate with college and secondary education. Yet, it is also considered one of the least effective methods to
use for adult learners. In this method, one person (the trainer) does all of the talking. He or she may use handouts, visual aids, question/answer, or posters to support the
lecture. Communication is primarily one-way: from the instructor to the learner.
Pros: Less time is needed for the trainer to prepare than other methods. It provides a lot of information quickly when it is less important that the trainees retain a lot of
details.

Cons: Does not actively involve trainees in training process. The trainees forget much information if it is presented only orally.
Demonstration
Demonstration is very effective for basic skills training. The trainer shows trainees how to do something. The trainer may provide an opportunity for trainees to perform
the task being demonstrated.
Pros: This method emphasizes the trainee involvement. It engages several senses: seeing, hearing, feeling, touching.
Cons: It requires a great deal of trainer preparation and planning. There also needs to be an adequate space for the training to take place. If the trainer is not skilled in
the task being taught, poor work habits can be learned by the trainee.
With the increase in globalization and changing technologies, many organizations are now moving from board games to computer based simulations, using interactive
multimedia (IM) and virtual reality (VR).
Business games are the type of simulators that try to present the way an industry, company, organization, consultancy, or subunit of a company functions. Basically,
they are based on the set of rules, procedures, plans, relationships, principles derived from the research. In the business games, trainees are given some information that
describes a particular situation and are then asked to make decisions that will best suit in the favor of the company. And then the system provides the feedback about the
impact of their decisions.
Again, on the basis of the feedback they are asked to make the decisions again. This process continues until some meaningful results do not came out or some
predefined state of the organization exists or a specified number of trails are completed.
As an example, if the focus is on organization's financial state, the game may end when the organization reach at desirable or defined profitability level.
Some of the benefits of the business games are:

It develops leadership skills; It improves application of total quality principles; It develops skills in using quality tools; It strengthen management skills; It
demonstrates principles and concepts; It explores and solves complex problem

Coaching is one of the training methods, which is considered as a corrective method for inadequate performance. According to a survey conducted by International
Coach Federation (ICF), more than 4,000 companies are using coach for their executives. These coaches are experts most of the time outside consultants.
A coach is the best training plan for the CEOs because
It is one to one interaction
It can be done at the convenience of CEO
It can be done on phone, meetings, through e-mails, chat

It provides an opportunity to receive feedback from an expert

It helps in identifying weaknesses and focus on the area that needs improvement This method best suits for the people at the top because if we see on emotional
front, when a person reaches the top, he gets lonely and it becomes difficult to find someone to talk to. It helps in finding out the executives specific developmental
needs. The needs can be identified through 60 degree performance reviews.
Procedure of the Coaching
The procedure of the coaching is mutually determined by the executive and coach. The procedure is followed by successive counseling and meetings at the executives
convenience by the coach.
1.

Understand the participants job, the knowledge, skills, and attitudes, and resources required to meet the desired expectation

2.

Meet the participant and mutually agree on the objective that has to be achieved

3.

Mutually arrive at a plan and schedule

4.

At the job, show the participant how to achieve the objectives, observe the performance and then provide feedback

5.

Repeat step 4 until performance improves

For the people at middle level management, coaching is more likely done by the supervisor; however experts from outside the organization are at times used for up
and coming managers. Again, the personalized approach assists the manger focus on definite needs and improvement.

Mentoring is an ongoing relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the
organization goes to achieve its vision and mission to the junior employee.
The meetings are not as structured and regular than in coaching. Executive mentoring is generally done by someone inside the company. The executive can learn a lot
from mentoring. By dealing with diverse mentees, the executive is given the chance to grow professionally by developing management skills and learning how to
work with people with diverse background, culture, and language and personality types.

Executives also have mentors. In cases where the executive is new to the organization, a senior executive could be assigned as a mentor to assist the new executive
settled into his role. Mentoring is one of the important methods for preparing them to be future executives. This method allows the mentor to determine what is required
to improve mentees performance. Once the mentor identifies the problem, weakness, and the area that needs to be worked upon, the mentor can advise relevant
training. The mentor can also provide opportunities to work on special processes and projects that require use of proficiency.
Some key points on Mentoring

Mentoring focus on attitude development

Conducted for management-level employees

Mentoring is done by someone inside the company

It is one-to-one interaction

It helps in identifying weaknesses and focus on the area that needs improvement

For the executive, job rotation takes on different perspectives. The executive is usually not simply going to
another department. In some vertically integrated organizations, for example, where the supplier is actually
part of same organization or subsidiary, job rotation might be to the supplier to see how the business
operates from the supplier point of view. Learning how the organization is perceived from the outside
broadens the executives outlook on the process of the organization. Or the rotation might be to a foreign
office to provide a global perspective.
For managers being developed for executive roles, rotation to different functions in the company is regular
carried out.
This approach allows the manger to operate in diverse roles and understand the different issues that crop up. If someone is to be a corporate leader, they must have this
type of training. A recent study indicated that the single most significant factor that leads to leaders achievement was the variety of experiences in different
departments, business units, cities, and countries.
An organized and helpful way to develop talent for the management or executive level of the organization is job rotation. It is the process of preparing employees at a
lower level to replace someone at the next higher level. It is generally done for the designations that are crucial for the effective and efficient functioning of the
organization.
Benefits of Job Rotation
Some of the major benefits of job rotation are:

It provides the employees with opportunities to broaden the horizon of knowledge, skills, and abilities by working in different departments, business units,
functions, and countries

Identification of Knowledge, skills, and attitudes (KSAs) required

It determines the areas where improvement is required

Assessment of the employees who have the potential and caliber for filling the position

Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills and attitudes development.
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.

Mistery business
I'm in the business of misery,
let's take it from the top
She's got a body like an
hourglass it's ticking like a
clock
It's a matter of time before
we all run out...
When I thought he was mine,
she caught him by the cock
I waited eight long months
She finally set him free
I told him I can't lie, he was
the only one for me
Two weeks and we had
caught on fire
She's got it out for me, but I
wear the biggest smile
Whoa... I never meant to
break
But I got him where I want
him now
Whoa... it was never my
intention to brag
To steal it all away from you
now
But God does it feel so good
'Cause I got him where I
want him now
And if you could then you
know you would
'Cause God it just feels so...
It just feels so good
Second chances they don't
ever matter, people never
change
Once a whore, you're nothing
more, I'm sorry that'll never
change
And about forgiveness, we're
both supposed to, have
exchanged
I'm sorry honey, but I'm
passing up, now look this
way!
Well there's a million other
girls who do it just like you
Looking as innocent as
possible to get to who
Paramore - Misery Buisness
lyrics from
http://www.6lyrics.com
They want and what they
like, it's easy if you do it right

Well I refuse, I refuse, I

refuse!
Whoa... I never meant to
break
But I got him where I want
him now
Whoa... it was never my
intention to brag
To steal it all away from you
now
But God does it feel so good
'Cause I got him where I
want him right now
And if you could then you
know you would
'Cause God it just feels so...
It just feels so good ...
I watched his wildest dreams
come true
Not one of them involving
you
Just watch my wildest dreams
come true
Not one of them involving ...
Whoa, I never meant to break
Cause I got him where I want
him now ...
Whoa... it was never my
intention to brag
To steal it all away from you
now
But God does it feel so good
'Cause I got him where I
want him now
And if you could then you
know you would
'Cause God it just feels so...
It just feels so good
Brick by boring brick
She lives in a fairy tale
Somewhere too far for us to
find
Forgotten the taste and smell
Of the world that she's left
behind
It's all about the exposure the
lens I told her
The angles were all wrong
now
She's ripping wings off of
butterflies
keep your feet on the ground

when your head's in the

clouds
Well go get your shovel
And we'll dig a deep hole
To bury the castle, bury the
castle
Well go get your shovel
And we'll dig a deep hole
To bury the castle; bury the
castle
Ba da ba ba da ba ba ha
So one day he found her
crying
Coiled up on the dirty ground
Her prince finally came to
save her
And the rest you can figure
out
But it was a trick
And the clock struck 12
Well make sure to build your
house brick by boring brick
or the wolves gonna blow it
down
keep your feet on the ground
when your head's in the
clouds
Well go get your shovel
And we'll dig a deep hole
To bury the castle, bury the
castle
Well you built up a world of
magic
Because your real life is
tragic
Yeah you built up a world of
magic
If it's not real
You can't hold it in your hand
You can't feel it with your
heart
And I won't believe it
But if it's true
You can see it with your eyes
Or even in the dark
And that's where I want to be,
yeah
Go get your shovel
We'll dig a deep hole
To bury the castle, bury the
castle
Guys x2:
ba da ba ba da da ba da......
Hayley x2:
ba da ba ba da ba ba da.....
Return to me
I know my voice is silence to
your ears
I know I said some things

you didn't deserve to hear

I miss you, God I miss you,
why do I miss you?
I lie awake at night kicking at
the sheets
No matter how much I try
they never cover my feet
I need you, God I need you,
why do I?
I finally gathered up the
strength
To get through my days
[Chorus]
You lift me up
(Just to let me down)
You lift me up
(Just to let me down)
You call me on the phone to
try to see if I'm at home
You play with my emotions;
give me some kind of hope
I miss you, God I miss you,
why do I?
I finally gathered up the
strength
To get through these lonely,
lonely nights
[Chorus]
You've got me desperate and
confused
And my confidence is thrown
I'd rather be miserable with
you
Than ever be alone
You're free, of me
You lift me up
(Just to let me down)
I will change the way I talk
I will change the way I feel
I will change the way I walk
Until nothing left is real
I will change the way I call
your name
I will change the way I eat
I will change the way I touch
you
When you're lying there
asleep
Because I miss you
God I miss you, I miss you
Return to me
Return to me
I will change everything