...Traditional Training Methods Raymond Ballou BUS 375: Employee Training Instructor: Charles Orgbon October 16, 2014 Traditional Training Methods There are many different training methods available today for organizations to train their employees. With the advancement of technology many organizations are starting to use more of a computer-based training to train their employees and it is beginning to change training in today’s workplace. However, many companies still prefer to use traditional training methods for employee training. Today, these traditional training methods are thought of to be obsolete and a thing of the past, because they are training methods that do not require the use of new technology, but if presented correctly, traditional training methods can be just as an effective learning tool as the newer technological methods. Traditional training methods have been found successful, and for many years is a useful method used by many organizations. This method requires an experiences trainer to conduct the training and make it effective for the trainees. According to Noe (2010), “Needs assessment, a positive learning environment, and transfer of training are critical for training program effectiveness” (p.259). Traditional training help trainees learn by watching the trainer and then showing the trainer what they have learned. The trainer then gives feedback to the trainee and any questions that the trainees may have at that time can be answered by the trainer...
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...THE TRAINER PROCESS INVOLVES • Pre-training Evaluation ------------------------------ Session 1 Participatory Training Principles and Practices • Guidelines • Knowledge of learners (Interactive talk, followed by discussion) ------------------------------------------------- Session 2 Requirements, Qualities and Role of a Trainer ---------------------------------------------- Session 3 Facilitating an Effective Learning Environment (Interactive talk-cum-discussion) ---------------------------------------------------------- Session 4 Principles and Practices of Training an Adult Learner, (Illustrative talk, followed by discussion) ---------------------------------------------------------- Session 5 Proper use of Communication and Media for Effective Training • Qualities of a good communicator • Considerations for an effective message • Media use in training (Illustrative talk) ------------------------------------------------------ Day 2 Session 6 Training Methods – Their Importance and Use (Illustrative talk) ---------------------------------------------- Session 7 Introducing the training manual on -------------- ---------------------------------------------- Session 8 Introducing the Lecture method, followed by Practice Session on training ---------------------------------------------------------- Session 9 Presentation of the Interactive Talk method, followed by Practice Session on training ------------------------------------------------ ...
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...Technological Based Training Methods Student name Institutional Affiliation Traditional Versus Technological Based Training Methods There are various methods and materials accessible to help an organization prepare and equip its employees to better carry out their functions. Indeed, with numerous choices out there, it is daunting to establish which methods to employ as well as when to use them. The use of several methods for every training session may in fact be the most effective means to assist employees learn and retain knowledge. Today, organizations realize that they cannot use only traditional training methods, especially if they want to remain competitive (Noe, 2012). In the information period also, learning opportunities across a lifetime from one’s childhood to adulthood. The skills and knowledge of people need constant refreshing, so as to keep up with the new technologies and trends. Currently, the radical change in the workforce structure and the reinventing of traditional work, in either the factory or in the large-scale repetitive clerical operations, develop the use of advanced technologies as a prerequisite for successful training (Papani, n.d). Recently, facilities for education and training at a distance have been recognized as a way of offering access to knowledge as well as learning facilitation for people for whom if otherwise might be denied. Such facilities include intranets, extranets, e-learning, online training, and m-learning...
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...Service Training Karen Hill 01/20/2015 NS205 Kaplan University Introduction Today I will be discussing how to train a new employee in a restaurant. I will also discuss why training is important, as well as what type of training is sufficient. There are many different types of training methods some use technology, other use books, and hands on training. After reading my food service training discussion you will know how to properly train your employees. Training employees profoundly is essential for any successful business. Food service is a customer contact intensive business with many obstacles. Employees need to pay attention to customer demands. If you train you employees to display the personality of your establishment you will have a high volume of customers. In the restaurant business it is all about the quality and speed of service. Staff must manage the force effectively and training will help your business achieve its goal. There is no right or wrong way to train your employees. So let’s discuss different training methods that will work. “Shadowing is an interpersonal form of demonstration.” When using the shadowing method your trainee will follow a long time employee of yours around for a few days. This helps the trainee get a feel for what to expect as well as gives them a chance to experience real life situations. I like this method because once the trainee feels they are comfortable enough they can make an attempt to help a customer. Also, this method helps...
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...of training Training is an organized planned effort by a company in order to facilitate employees learning regrading job related competencies. These competencies include knowledge, skills and behaviors important for successful job performance. Goal of training programs for employees is mainly to master the knowledge, skill and behaviors and to apply them in their daily activities. In order to gain competitive advantage, a company should give training broadly as a method to create intellectual capital. Intellectual capital includes: Basic skills : Skills needed to perform employees job Advanced Skills: To use technology in order to share information with other employees. Understanding of customer or manufacturing system. Self motivated creativity The purpose of training is basically to bridge the gap between the job requirement and present competencies of an employee. According to Jucius Training is a process of acquiring specific skills to perform a job better. With the help of above definitions nature of training can be summarized as : It is a process of acquiring specific skills which enhances job performance. It is a process of teaching, informing or educating people. It provides required qualification to individuals in order to perform their job in a better way. It provides qualification to employees so that they can perform in positions of greater difficulty and responsibility. It is and act of increasing knowledge and skills. Objectives of training After...
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...critical to use a separate set of data not used in the training to evaluate the performance of a model. • Describe the different validation methods to evaluate model performance. • Explain the different measures used to measure model performance, including lift chart. • Describe a systematic search process to find the best performing model. 5-1 Study Guide 5: Performance Evaluation Reading material Textbook Chapter 5 (exclude 5.5, 5.6, 5.9 & 5.10) Kennedy et al, Section 11.2. 1. Performance evaluation It important to recognize that performance evaluation is the task involved in step 6 (training and testing) and constitutes the key component in comparing multiple models in step 7 of the data mining process, described in Study Guide 4. Training is a process of transforming a set of data into a model using a learning algorithm. Once the data is ready (after steps 2, 3 and 4) and an algorithm is selected (step 5), training is a straightforward process (the first part in step 6). Refer to the data mining process in pages 4-1 and 4-2. In this Study Guide, we focus on issues related to model evaluation (the second part of step 6), i.e. we want evaluate how well the trained model will perform for unseen or future data. 2. Use only unseen data for performance evaluation In evaluating the performance of a model, we are evaluating how well the model generalizes (as opposed to memorize) the seen data in the training set. The training data is...
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...HRM/326 Employee Development Training is an important aspect of all organizations. Although an individual brings to the organization a specific set of skills and knowledge, it is important that these individuals be consistently developed to ensure growth of the employee and the organization. A method to ensure that training programs are successful and are meeting objectives is to conduct assessments. Assessments can help managers and the organization better understand their employees and who can be developed. In addition, it is a way to find out who cannot be developed and may no longer fit with the organization. Importance of Assessments Assessments are important to employee development because they measure the employees’ job performance. There are assessments that can measure production-oriented work and there are assessments that will allow an employer to know how well an employee is performing and the quality of work they are turning out. The assessment will also let you determine whether or not the employee obtains the skills needed to perform the job. The assessment will help the company identify the strengths and weaknesses of their workforce individually and as a team. The training and development needs can also be identified through the implementation of employee assessment. “Development helps build upon employee aptitude and current performance” (Mayhew, 2013, ). Through the use of assessments you can determine which of the current development programs...
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...Implementation refers to the process by which a developed system is put into use by the respective company for which it was designed. Software implementation process takes place in four critical processes. This process aims at ensuring that the software meets the objectives for which it was designed for and guarantee the usability of the new system. The approach process involves the movement of the computer power to the respective users by means of distributed processing. Once the system is in place, training has to take place, then conversion of the old system to a new system and finally, evaluation of its operation. Implementing distributed systems: The reliability on the use of telecommunication systems by organizations calls for the implementation of distributed systems. Distributed systems facilitate effective communication processes, as well as data storage and processing. The use of the client server in distributed systems has emerged as the favorite model in the execution of various tasks running on the file servers. There are several types of distributed system networks depending on the need of the organization. As a result, the systems can then be connected in standard network types in the form of Wide Area Networks (WAN) or Local Area Networks (LAN). Networking has emerged as a formidable method of sharing resources and cutting down organizations costs. This can also be implemented in different methods depending on the organization structure. Once the distributed systems...
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...METHODS OF TRAINING IN THE WORKPLACE James Danziger Debora Dunkle Center for Research on Information Technology and Organizations, School of Social Sciences University of California, Irvine CA 92697-4650 This research is part of the People, Organizations, and Information Technology project of the Center for Research on Information Technology and Organizations (CRITO) at the University of California, Irvine. This material is based upon work funded by the U.S. National Science foundation under Grant No. 0121232. Any opinions, findings and conclusions reflected in the material are those of the authors and do not necessarily reflect the views of the National Science Foundation. Survey Brief METHODS OF TRAINING IN THE WORKPLACE “IN THIS BUSINESS, YOU ARE WHAT YOU KNOW! Keeping your skills and abilities up-to-date in today's on-demand environment is a critical component to your success. IBM now makes it easy for you to enjoy the technical training you need to maintain that edge!” IBM email, August 2005 Virtually all modern organizations accept that a well-trained workforce is a critical success factor. American organizations spend more than $62 billion per year on formal training of their employees. It is impossible to estimate the full costs of the additional informal training that occurs. Ability to use information and communication technologies (ICTs) is among the most important skills that many employees need. Yet there is more speculation than wellgrounded, factual...
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...employer designing their training programs which doesn’t need to exist. a. The first step to creating a learning environment is to decide what you want to teach. The idea is to make training programs as relevant as possible to the organization (and the needs of said entity). i. One of the biggest barriers of organizations in the first step is the lack of job-applicability of their programs --- a well-done needs analysis will ensure that an organization not only needs the program but also give a good idea of whether the program will be effective or a waste of time and money. ii. The next mistake organizations make is that they fail to set clear, concise instructional objectives. In order for training to be effective, the training has to have a very narrow goal, i.e. we need to teach the employee to perform the task of connecting calls via a switchboard. iii. Once the goal is set, you should then go to a line manager and ask them what knowledge the trainee needs to know when connecting calls via a switchboard as it applies to the organization – too many organizations skip this step and end up teaching employees a different way of doing things. This causes problems in the workplace when they make it back to it, and then they have to unlearn what they learned and start over (which creates inefficiency.) iv. The last item you should look at when deciding when you are deciding what to teach your employees in your organization is whether the training program is interactive enough...
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...Assignment 4: HR Training Class Assignment John is a member of the Human Resources Department of Snazzy’s, a small retail company. Upper management has asked him to create a new employee customer service training class for all new employees. As he develops this class John will need to justify the use of a needs assessment of Snazzy’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies, develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training), justify why he selected this training method, propose two (2) ways to motivate an employee who has no interest in attending a training class and develop a survey to collect feedback from the employees who attend the training. As his first attempt to develop a training course, John will be expected to use quality resources to research the most efficient way to achieve a successful training class. Justify the Use of a Needs Assessment of Snazzy’s Employee Customer Service Training First, John is charged with justifying the use of a needs assessment of Snazzy’s proposed employee customer service training. The United States Office of Personnel Management explains that “The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities...
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...TRAINING AND DEVELOPMENT Training and development describes the formal, ongoing efforts of organizations to improve the performance and self-fulfillment of their employees through a variety of methods and programs. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced "continual learning" and other aspects of training and development as a means of promoting employee growth and acquiring a highly skilled work force. In fact, the quality of employees, and the continual improvement of their skills and productivity through training, are now widely recognized as vital factors in ensuring the long-term success and profitability of small businesses. "Create a corporate culture that supports continual learning," counseled Charlene Marmer Solomon in Workforce. "Employees today must have access to continual training of all types just to keep up…. If you don't actively stride against the momentum of skills deficiency, you lose ground. If your workers stand still, your firm will lose the competency race." For the most part, the terms "training" and "development" are used together to describe the overall improvement and education of an organization's...
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... 1.1Background of the Study/ Introduction: Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. A training analysis is conducted ultimately to identify what areas of knowledge or behaviors that training needs to accomplish with learners. The analysis considers what results the organization needs from the learner, what knowledge and skills the learner presently has and usually concludes with identifying what knowledge and skills the learner must gain. Usually this phase also includes identifying when training should occur and who should attend as learners. Ideally, criteria are established for the final evaluation of training to conclude if training goals were met or not. Depending on the resources and needs of the organization, a training analysis can range from a very detailed inventory of skills to a general review of performance results. The more complete the training analysis, the more likely that the employee's training will ultimately contribute results to the organization. This report is a Project Report prepared as a requirement for the conclusion of the MBA Program. As per requirement of MBA program of Metropolitan...
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... TRAINING AND DEVELOPMENT | | | | | | |CHAPTER | |T Eight | | | | | | | | | |Training and Developing |8 | | |Employees | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are all | | |The Strategic Context of Training ...
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...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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