use of instructional methods n.
Skip this Video
Loading SlideShow in 5 Seconds..
Use of Instructional Methods PowerPoint Presentation
Download Presentation
Use of Instructional Methods

Loading in 2 Seconds...

play fullscreen
1 / 26

Use of Instructional Methods - PowerPoint PPT Presentation

  • Uploaded on

Use of Instructional Methods. 100 90 80 70 60 50 40 30 20 10 0. 97% 79% 42% 41% 76% 38% 50% 13% 51% 2%. Classroom Video Role Play Case Study CD Rom Games Intranet Adventure Internet V.R. Training Methods.

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

Use of Instructional Methods

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
use of instructional methods
Use of Instructional Methods












97% 79% 42% 41% 76% 38% 50% 13% 51% 2%

Classroom Video Role Play Case Study CD Rom Games Intranet Adventure Internet V.R.

training methods
Training Methods
  • Three categories of training methods:
    • Presentation methods
    • Hands-on methods
    • Group building methods
presentation methods
Presentation Methods
  • Presentation methods include lectures and audiovisual techniques
variations of the lecture method
Variations of the Lecture Method

Method Description

Standard lecture Trainer talks while trainees listen and absorb information.

Team teaching Two or more trainers present different

topics or alternative views of the same topic.

Guest speakers Speaker visits the session for a certain time

period. Primary instruction is conducted by

guest speaker.

Panels Two or more speakers present info. & ask


Student Groups of trainees present topics to the class.


audiovisual techniques
Audiovisual Techniques
  • Audiovisual Techniques includes overheads, slides, and video
    • Example:
      • Ethics
      • Training
      • Video
hands on method
Hands-On Method
  • Hands-on methods refer to training methods that require the trainee to be actively involved in learning. These methods include:
    • On-the-job training
    • Simulations
    • Case studies
    • Business games
    • Role plays
    • Behavior modeling
on the job training
On-the-Job Training
  • Companies spend between $90 and $180 billion annually on informal on-the-job training. OJT refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior. OJT can be useful for:
    • Newly hired employees
    • Upgrading experienced employees’ skills
    • Cross-training
    • Orienting transferred employees
principles of on the job training
Preparing for Instruction

Break down the job into important steps

Prepare materials

Decide how much time you will devote to OJT

Actual Instruction

Tell the trainee the objective of the task

Show the trainee how to do it

Explain key points or behaviors

Show the trainee how to do it again

Have the trainee do one or more single parts of the task and praise him for correct reproduction

Have the trainee do the entire task and praise him for correct reproduction

If mistakes are made, have the trainee practice

Praise the trainee for his success in learning the task

Principles of On-the-Job Training
self directed learning
Self-Directed Learning
  • Self-directed learning involves having employees take responsibility for all aspects of learning – when it is conducted and who will be involved.
  • For example, at Corning Glass, new engineering graduates participate in an OJT program called SMART (self-managed, awareness, responsibility, and technical competence)
advantages and disadvantages of self directed learning
Advantages and Disadvantages of Self-Directed Learning
  • Advantages
    • Trainees learn at their own pace
    • Fewer trainers
    • Reduces costs associated with travel & meeting rooms
  • Disadvantages
    • Trainees must be willing and comfortable learning on their own
    • From the company perspective, results in higher development costs
    • Development time is longer
self directed learning1
Self-Directed Learning
  • Steps necessary to develop effective self-directed learning:
    • Conducting a job analysis
    • Writing trainee-centered learning objectives directly related to the tasks
    • Developing the content for the learning package
    • Breaking the content into smaller pieces (“chunks”)
    • Developing an evaluation package
  • Apprenticeship is a work-study training method with both on-the-job and classroom training. To qualify as a registered apprenticeship program under state or federal guidelines, at least 144 hours of classroom instruction and 2,000 hours or one year, of on-the-job experience are required.
  • Simulation is a training method that represents a real-life situation, with trainees’ decisions resulting in outcomes that mirror what would happen if they were on the job.
  • Examples:
    • Flight simulation
    • AA Flight 965 crash
case studies
Case Studies
  • Case study is a description about how employees or an organization dealt with a difficult situation. Trainees are required to analyze and critique the actions taken, indicating the appropriate actions and suggesting what might have been done differently.
  • Example:
    • Case study in T & D class for TNA at org. level
process for case development
Process for Case Development
  • Identify a story.
  • Gather information.
  • Prepare a story outline.
  • Decide on administrative issues.
  • Prepare case materials.
business games
Business Games
  • Business games require trainees to gather information, analyze it, and make decisions. Business games are primarily used for management skill development. Games stimulate learning because participants are actively involved and they mimic the competitive nature of business.
  • Example:
    • HR games
role plays
Role Plays
  • Role Plays involve having trainees act out characters assigned to them. Information regarding the situation (e.g., work or interpersonal problem) is provided to the trainees.
  • Example:
    • MBTI Role Play
behavior modeling
Behavior Modeling
  • Behavior modeling involves presenting trainees with a model who demonstrates key behaviors to replicate and provides trainees with the opportunity to practice the key behaviors.
  • Examples
    • Wait person
    • Training video
  • Observing behaviors behaviors
  • Vicarious reinforcement
activities in a behavior modeling training program
Activities in a Behavior Modeling Training Program
  • Introduction (45 min)
    • Present key behaviors using video.
    • Give rationale for skill module.
    • Trainees discuss experiences in using skill.
  • Skill Preparation and Development (2 hr. & 35 min.)
    • View model.
    • Participate in role plays and practice.
    • Receive oral and video feedback on performance of key behaviors.
  • Application Planning (1 hr.)
    • Set improvement goals.
    • Identify situations to use key behaviors.
    • Identify OTJ applications of the key behaviors.
examples of key behaviors in problem analysis
Examples of Key Behaviors in Problem Analysis
  • Get all relevant information by
    • Rephrasing the question or problem
    • Listing the key problem issues
    • Considering other possible sources of info
  • Identify possible causes
  • If necessary, obtain additional info
  • Evaluate the info. To ensure that all essential criteria are met
  • Restate the problem considering new info
  • Determine what criteria indicate that the problem or issue is resolved
group building methods
Group Building Methods
  • Group building methods refer to training methods designed to improve team or group effectiveness. Training is directed at improving the trainees’ skills as well as team effectiveness. Group building methods involve trainees sharing ideas and experiences, building group identity, understanding the dynamics of interpersonal relationships, and getting to know their own strengths and weaknesses and those of their co-workers.
  • Examples:
    • Class’s Monday morning pre-exercises
adventure learning
Adventure Learning
  • Adventure learning focuses on the development of teamwork and leadership skills using structured outdoor activities. Adventure learning is also known as wilderness training and outdoor training.
  • Examples:
    • OU ropes courses
team training
Team Training
  • Team training involves coordinating the performance of individuals who work together to achieve a common goal.
  • Three components of team performance are:
    • Knowledge
    • Attitudes
    • Behavior
components of team performance
Components of Team Performance

Team Performance




main elements of the structure of team training
Main Elements of the Structure of Team Training
  • Methods:
  • Information-Based
  • Demonstration-Based
    • Video
  • Practice-Based
    • Guided Practice
    • Role Play
  • Tools:
  • Team Task Analysis
  • Performance Measurement
  • Task Simulation & Exercise
  • Feedback
  • Principles
  • Strategies:
  • Cross-Training
  • Coordination Training
  • Team Leader Training

Team Training Objectives

  • Content
  • Knowledge
  • Skills
  • Attitudes
action learning
Action Learning
  • Action Learning involves giving teams or work groups an actual problem, having them work on solving it an committing to an action plan, and then holding them accountable for carrying out the plan.