Free Essay

Training Methods and Their Use

In: Business and Management

Submitted By oishi153
Words 3005
Pages 13
INTRODUCTION

Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. There are various methods of training, which can be divided in to cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. They provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These are associated with changes in knowledge and attitude by stimulating learning.
The various methods are:

* LECTURES * DEMONSTRATIONS * DISCUSSIONS * COMPUTER BASED TRAINING (CBT) * INTELLEGENT TUTORIAL SYSTEM(ITS) * PROGRAMMED INSTRUCTION (PI) * VIRTUAL REALITY

Behavioral methods are more of giving practical training to the trainees. They allow the trainee to behavior in a real fashion. These are best used for skill development.
The various methods are:

* GAMES AND SIMULATIONS * BEHAVIOR-MODELING * BUSINESS GAMES * CASE STUDIES * EQUIPMENT STIMULATORS * IN-BASKET TECHNIQUE * ROLE PLAYS

Management development is the more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes. Management development method is further divided into two parts:

* ON THE JOB TRAINING –
The development of a manager's abilities can take place on the job. The four techniques are:

* COACHING * MENTORING * JOB ROTATION * JOB INSTRUCTION TECHNIQUE (JIT)

* OFF THE JOB TRAINING –
There are many management development techniques that an employee can take in off the job. They are:

* SENSITIVITY TRAINING * TRANSACTIONAL ANALYSIS * STRAIGHT LECTURES/ LECTURES * SIMULATION EXERCISES

In Bangladesh, companies are following different methods of training to improve employees skill. We are trying to find out about which training methods are being used in some of our selected companies in pharmaceutical industry of Bangladesh.

A. COGNITIVE APPROACH

LECTURES

Lecture is one of the oldest methods of training. It is used to create understanding of a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or oral form. Training is basically incomplete without lecture. When the trainer begins the training session by telling the aim, goal, agenda, processes, or methods that will be used in training that means the trainer is using the lecture method. It is difficult to imagine training without lecture format.

Straight Lecture: Straight lecture method consists of presenting information, which the trainee attempts to absorb. Here the trainer speaks to a group about a topic. However, it does not involve any kind of interaction between the trainer and the trainees. A lecture may also take the form of printed text, such as books, notes, etc.

Main Features of Lecture Method

DEMONSTRATION

Demonstration method is a visual display of how something works or how to do something. As an example, trainer shows the trainees how to perform or how to do the tasks of the job. In order to be more effective, demonstration method should be accompanied by the discussion or lecture method. To carry out an effective demonstration, a trainer first prepares the lesson plan by breaking the task to be performed into smaller modules, easily learned parts. Then, the trainer sequentially organizes those modules and prepares an explanation for why that part is required.

DISCUSSION

Discussion method uses a lecturer to provide the learners with context that is supported, elaborated, explains, or expanded on through interactions both among the trainees and between the trainer and the trainees. If the Discussion method is used with proper sequence i.e. lectures, followed by discussion and questioning, can achieve higher level knowledge objectives, such as problem solving and principle learning.

The Discussion method consists a two-way flow of communication i.e. knowledge in the form of lecture is communicated to trainees, and then understanding is conveyed back by trainees to trainer. Understanding is conveyed in the form of verbal and non-verbal feedback that enables the trainer to determine whether the material is understood.

Questioning can be done by both ways i.e. the trainees and the trainer. When the trainees ask questions, they explain their thinking about the content of the lecture. A trainer who asks questions stimulates thinking about the content of the lecture. Asking and responding questions are beneficial to trainees because it enhance understanding and keep the trainees focused on the content.

COMPUTER BASED TRAINING (CBT)

Many organizations are now implementing CBT as an alternative to classroom based training to accomplish those goals. CBT does not require face to face interaction with a human trainer.
Some of the benefits of Computer Based Training are:

CBT does not require face to face interaction with a human trainer. The various methods are:

* INTELLEGENT TUTORIAL SYSTEM(ITS)

This Intelligent Tutorial system uses artificial intelligence to assist in training or tutoring the participants. This system learns through trainee responses.

Features of Intelligent Tutorial Systems (ITS)

* PROGRAMMED INSTRUCTION (PI)

PI is the procedure of guiding the participants strategically through the information in a way that facilitates the most effective and efficient learning. It provides the participant with content, information, asks questions, and based on the answer goes to the next level of information i.e. if the trainee gives the correct answer; one branch moves the trainee forward to the new information. And if the trainee gives the wrong answer then different branch is activated, taking the trainee back to the review relevant information in more elaborate manner. It allows the trainees to go through the content according to the individual speed, and capability. Those trainees, who respond better, move through the content rapidly.

Programmed Instruction also comes in * Printed form i.e. books * Tape * Interactive Video * Other formats

Features of Programmed Instruction

* VIRTUAL REALITY

Virtual Reality is a training method that puts the participant in 3-D environment. The participant interacts with 3-D images to accomplish the training objectives. This type of environment is created to give trainee the impression of physical involvement in an environment. To experience virtual reality, the trainee wears devices, like headset, gloves, treadmills, etc.

B. BEHAVIORAL APPROACH

GAMES AND SIMULATIONS

Training games and simulations are different from work as they are designed to reproduce or simulate events, circumstances, processes that take place in trainees’ job. A Training Game is defined as spirited activity or exercise in which trainees compete with each other according to the defined set of rules. Simulation is creating computer versions of real-life games.

* BUSINESS GAMES

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. 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.

Some of the benefits of the business games are:

Business games simulate whole organization and provide much better perspective than any other training methods. They allow trainees to see how their decisions and actions impact on the related areas.

* CASE STUDIES

Case Studies try to simulate decision making situation that trainees may find at their work place. It reflects the situations and complex problems faced by managers, staff, HR, CEO, etc. The objective of the case study method is to get trainees to apply known concepts and ideologies and ascertain new ones. The case study method emphasize on approach to see a particular problem rather than a solution.

Case Study method focuses on:

* IN-BASKET TECHNIQUE

In-basket technique provides trainees with a log of written text or information and requests, such as memos, messages, and reports, which would be handled by manger, engineer, reporting officer, or administrator.

This technique focuses on-

* ROLE PLAY

Role play is a simulation in which each participant is given a role to play. Trainees are given with some information related to description of the role, concerns, objectives, responsibilities, emotions, etc. Once the participants read their role descriptions, they act out their roles by interacting with one another.

Role Plays helps in:

There are various types of role plays, such as:

Multiple Role Play – In this type of role play, all trainees are in groups, with each group acting out the role play simultaneously. After the role play, each group analyzes the interactions and identifies the learning points.

Single Role Play – One group of participants plays the role for the rest, providing demonstrations of situation. Other participants observe the role play, analyze their interactions with one another and learn from the play.

Role Rotation – It starts as a single role play. After the interaction of participants, the trainer will stop the role play and discuss what happened so far.

Spontaneous Role Play – In this kind of role play, one of the trainees plays herself while the other trainees play people with whom the first participant interacted before.

C. MANAGEMENT DEVELOPMENT

Management Development has become very important in today’s competitive environment. The types are:

* ON THE JOB TRAINING

OJT is the most frequently used method in smaller organizations. It uses more knowledgeable, experienced and skilled employees, such as mangers, supervisors to give training to less knowledgeable, skilled, and experienced employees. OJT can be delivered in classrooms as well. It often takes place at the work place in informal manner. Formal OJT programs are quite different from informal OJT. These programs are carried out by identifying the employees who are having superior technical knowledge and can effectively use one-to-one interaction technique.
The four techniques are:

1. COACHING Coaching is considered as a corrective method for inadequate performance. It 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 executive’s specific developmental needs. The needs can be identified through 360 degree performance reviews. 2. MENTORING Mentoring is an ongoing relationship that is developed between a senior and junior employee. It provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee by a senior employee. It is one-to-one interaction.

3. JOB ROTATION
For the executive, job rotation takes on different perspectives. For managers being developed for executive roles, rotation to different functions in the company is regular carried out. Job rotation is an organized and helpful way to develop talent for the management or executive level of the organization.

Benefits of Job Rotation

4. JOB INSTRUCTION TECHNIQUE

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

JIT consists of four steps:

Prepare– 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.

Present – In this step, trainer provides the synopsis of the job while presenting the participants the different aspects of the work. When the trainer finishes, the trainee demonstrates how to do the job and why is that done in that specific manner.

Try out – 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. 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 trainee’s job frequently after the training program is over to prevent bad work habits from developing.

APPRENTICESHIP TRAINING

Apprenticeship training is another form of OJT and one of the oldest forms of training. It is partnership between labor unions, employers, school and the government. In general, it requires 2 years of on-the job experience and 180 hours of class room instruction, though retirements vary from program to program.

* OFF THE JOB TRAINING

* SENSITIVITY TRAINING

Sensitivity training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioral flexibility. * Social sensitivity - in one word is empathy. It is ability of an individual to sense what others feel and think from their own point of view. * Behavioral flexibility - ability to behave suitably in light of understanding.

* TRANSACTIONAL ANALYSIS

Transactional Analysis provides trainees with a realistic and useful method for analyzing and understanding the behavior of others. In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation reaction relationship between two persons is a transaction.

* STRAIGHT LECTURES Same as explained in LECTURES.

* SIMULATION EXERCISES
Same as explained in Games and Simulation

* SQUARE PHARMACEUTICALS

SQUARE Pharmaceuticals Limited is the largest pharmaceutical company in Bangladesh and it has been continuously in the 1st position among all national and multinational companies since 1985. It was established in 1958 and converted into a public limited company in 1991.

The Training enables our people to enhance their skills, keep them updated with recent changes. They offer both on-the-job and off-the- job at both theoretical and practical training opportunities through a range of Local, Regional and International Training programs that include both functional and managerial levels on the basis of Training Need Assessment.

The common types of training are: * Orientation Training program * Pharmacists – GMP training * Safety Training * Medical Promotion Officer training * Foreign training

* BEXIMCO PHARMACEUTICALS LTD

Beximco Pharmaceuticals Ltd. is a leading edge pharmaceutical company based in Dhaka, Bangladesh and is acclaimed for its outstanding product quality, world-class manufacturing facilities, product development capabilities and outstanding professional services. Beximco Pharma is the pioneer in pharmaceutical export from Bangladesh and has received National Export Trophy (Gold), the highest national accolade for export, for record three times.

The following training methods are used to give trainings at BPL. * On the job training * Apprenticeship Training * Job Instruction Training * Off-the-job Training * The Case Study Method * Management Game * Outside Seminars

The common types of training are: * Technical Training * Management Training * Safety Training * Occupational Health * Social Skill Training * Workers’ education training * Orientation Training

* OPSONIN PHARMA

Opsonin Pharma, one of the leading pharmaceutical companies in Bangladesh, started its journey in 1956. It is engaged in manufacturing and marketing pharmaceutical, consumer and agrovet products. Opsonin creates value for its customers and other stakeholders by providing highest quality health care solutions through appropriate application and development of resources and processes. Based on performance appraisal it organizes different training program across the whole year.

Some of the preferred training methods used are: * Web based training * Class room training * Workshops * On-the-job training

The common types of training are: * Pharmacists – GMP training * Orientation Training * Leadership Training * Basic Pharmacopeia * Safety training

* GLAXOSMITHKLINE BANGLADESH LIMITED

GlaxoSmithKline (GSK) Bangladesh Limited is one of the world's leading research-based pharmaceutical and healthcare companies. A subsidiary of GlaxoSmithKline plc continues to be committed to improving the quality of human life by enabling people to do more, feel better and live longer. Its principle activities include secondary manufacture of pharmaceutical products and marketing of vaccines, pharmaceutical healthcare products and healthfood drinks.

Based on performance appraisal different training programs are organized across the whole year in company or in other institutions. Sometimes training programs are held in foreign countries.
Some of the preferred training methods used are:

* On the job training * Outside Seminars * Off-the-job Training * Web based training * Workshops

The common types of training are: * Pharmacists – GMP training * Orientation Training * Leadership Training * MPO training * Safety Training * Interpersonal Communication training

* NUVISTA PHARMA LIMITED Nuvista Pharma Limited, formerly Organon Bangladesh Limited, a renowned pharmaceuticals company, contributing to the well being of society through manufacturing and marketing specialized world class products in an environment friendly manner that improve the health and quality of human life. They are the market leader in Gynecology, Infertility and Anesthesia medicines in Bangladesh since 1964.

Company arranges training program for the employee which is totally need based. As the part of motivation, company sometimes send employees abroad or other institution within the country. They offer both on-the-job and off-the- job at both theoretical and practical training opportunities.

The common types of training are: * Orientation Training * Pharmacists – GMP training * Leadership Training * Etiquette * Safety Training * Corporate Culture

* SANOFI-AVENTIS BANGLADESH LIMITED

Sanofi-Aventis Bangladesh Limited is the entity that has been formed due to the amalgamation of three legal entities- Aventis Limited, Fisons (Bangladesh) Limited and Hoechst Marion Roussel Limited on December 11, 2007. The company is strongly committed in improving the quality of lives of people. It is the largest global pharmaceutical company in Bangladesh with a dedicated team of more than 1200 employees.

They offer both on-the-job and off-the- job trainings at both theoretical and practical training opportunities through a range of Local, Regional and International Training programs that include both functional and managerial levels on the basis of Training Need Assessment.

The common types of training are: * Orientation Training * Occupational Safety and Health * Advanced Leadership Training * Training on E – sourcing and EPR * Inventory and Store management Training * Performance Measure on Effective Management * Effective Presentation Skill

CONCLUSION

This report is a result of the three months’ course lecture on Training and Development course. From here we learned all the types of methods used in Training. In this report I have tried to reflect my understandings that I have gathered about training methods, as correctly as possible. I have tried to mention what kinds of methods are being used in some of the companies of Bangladesh especially in pharmaceutical industry. I have chosen top six pharmaceutical companies of Bangladesh for this. At last I can say that nearly all types of training methods are being used in Bangladeshi organization depending on training needs.

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Planning the Lesson

...assessment results using an excel spreadsheet 3. Skills on how to manage a classroom Where? The lesson will be held in the classrooms at FSS. All courses will take a two week break to ensure that all instructors are available to attend the training. Why? The director of FSS determined that there was a need for training through various assessments and evaluations of the instructors when they are teaching. These elements are imperative to the context of which learning will take place. It is important to be able to assess the needs of the audience before delivering the training to the intended audience. The purpose of the training is to ensure that the instructors understand and are able to proper perform their job functions. The potential impact that this lesson will have on the instructors at FSS is they will be charged with becoming more self-sufficient at the tasks and with the second training they will be able to attend the training with more experience and a better understand of the skill then they had the first training. The strategies that will be used to guarantee that they are able to perform the tasks before the training is complete are; 1. Behavior Modeling- is a presentation method in which the trainer/instructor would use to show the audience how a specific task or behavior is to be implemented correctly or incorrectly....

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