Deck 7: Traditional Training Methods

Question 1

Why are apprenticeship programs attractive to employees? Why are they attractive to companies?

Answer 1

Apprenticeship is the training method where the trainees learn the task by hand-on experience by on-the-job training and attending classroom training.
Apprenticeship programs are attractive to employees because: -
• They can earn money while they learn.
• The learning experience is very effective as compared to the classroom experience provided by local trade school, high school and colleges.
• The trainees will get full-time employment once the program gets completed.
Apprenticeship programs are attractive to companies because these help fulfilling specific business training needs and attract talented employees.

Question 2

Discuss the steps of an action learning program. Which aspect of action learning do you think is most beneficial for learning? Which is most beneficial for transfer of training? Explain why. Defend your choices.

Answer 2

Action learning process:
Action learning process is a problem-solving technique to solve organizational problems. It is a dynamic and a continuous process that involves powerful method to build team, develop leadership etc.
Steps of action learning process are as shown below:
• Identification of the problem:
The team members of action learning tend to define and identify the problem before attempting to solve the issue. This step is mostly caries by top level management of the company. This helps the team to get a précised information and real definition to the problem.
• Solving problem:
It is a two staged process. First stage involves several actions to know about the problem, and the second stage deals how the problem should be solved. This step is followed by identifying the group of people to handle the problem.
• Time period:
Time plays a crucial role in solving problems. Each session includes several patterns to communicate the problem, which ensures to understand the factors that lead to problem. Time frame is strictly maintained in the step.
• Questioning and Answering:
This step helps to pose customized questions to know the occurrence of the problem, and procure several possibilities that tend to initiate problems. Problem-solving, feedback, are the methods used in this step.
• Resolution:
This is the final stage of the process, which helps the team to solve the problem. At regular intervals, the organizational behavior is monitored and modified in its strategies to reduce flaws in the process. The resultant would be a flawless organizational aspect and ready for implementation to gain productivity. Data-solving, analyzing the issues are the methods used in resolution.
The aspect of action learning that are most beneficial for learning are group discussion, reframing, agreement, solution, and how to proceed. These will allow all team members to be involved in understanding the problem and how the solution should be framed, and how it to be implemented. Once this is done the individual components can proceed knowing how their part fits in to the solution addressing the problem.
The aspect of action learning is most beneficial for transferring of training is group presentation to solve the problem along with self-reflection, and debriefing. These two aspects give the solution to the problem and how it works. But the self-reflection and debriefing is also important to understand what the issues were with this solution, and what to avoid the next time.

Question 3

What are the differences between social contextual learning and guided competency development? Are both types of learning (and associated training methods) necessary? Explain.

Answer 3

Social contextual learning:
In general, contextual learning is informal, and is availed spontaneously based on the need. It is effective only when the trainee acquires the required knowledge and skill in such a way that can be memorized and experienced. Within the work environment the information and knowledge is shared based on the job role, tasks, and objectives. This shared information should be memorized and utilized for better performance. Evolving technology has made it possible for the individuals to share their views and experiences.
Guided competency development:
Guided competency development is well structured and is considered to be formal. In guided competency development, set of competencies and skills that are needed for the individuals to undergo better performance is predefined. These competencies and skills for a particular job role remains the same for each and every individual. So, training and development methods that enhance such skills are identified and implemented.
Social contextual learning and guided competency development are necessary for training personnel within the organization. This combination of formal and informal learning will help the individuals to have a beneficial learning experience, and guide them with the information being provided during the training period. Therefore, having both the free reign and structured training is detrimental in today's workplace.

Question 4

What are the strengths and weaknesses of the lecture, the case study, and behavior modeling?

Question 5

If you had to choose between adventure learning and action learning for developing an effective team, which would you choose? Defend your choice.

Question 6

Discuss the process of behavior modeling training.

Question 7

How can the characteristics of the trainee affect self-directed learning?

Question 8

What are the components of effective team performance? How might training strengthen these components?

Question 9

Table 7.11 compares training methods on a number of characteristics. Explain why simulation and behavior modeling receive high ratings for transfer of training.

Question 10

What are some reasons why on-the-job training can prove ineffective? What can be done to ensure its effectiveness?