Hands ON Method PDF

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Notes on Hands-On Training Method...

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HANDS-ON METHODS (PART BELLA) 1. CASE STUDIES -

A case study is a description about how employees or an organization dealt with a difficult situation.

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Trainees are required to analyse and critique the actions taken, indicating the appropriate actions and suggesting what might have been done differently.

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Cases also help trainees develop the willingness to take risks given uncertain outcomes, based on their analysis of the situation.

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Process used for case development:

1. Identify a story. 2. Gather information. 3. Prepare a story outline. 4. Decide on administrative issues. 5. Prepare case materials. -

Advantage of pre-existing cases is that they are already developed.

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Disadvantage is that the case may not actually relate to the work situation or problem that the trainee will encounter.

2. BUSINESS GAMES -

Business games require trainees to gather information, analyse it, and make decisions and used for management skills development.

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Games stimulate learning because participants are actively involved and because games mimic the competitive nature of business.

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Games are also used for developing job-specific skills.

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Games are designed to demonstrate an understanding or application of a knowledge, skill, or behaviour.

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To ensure learning and transfer of training, games used in training should be simple enough that trainees can play them in a short period of time.

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Debriefing from a trainer can help trainees understand the game experience and facilitate learning and transfer.

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A review of research on computer games shows that trainees learn more when they are actively involved in learning the content (rather than reading text or listening), they have unlimited access to the game, and the game is used as a supplement to other training methods, such as lecturing.

3. ROLEPLAY -

Role plays refer to experiences in which trainees take on a role such as a manager, client, or disgruntled employee and explore what is involved in the role.

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Are usually included in training programs involving interpersonal skills.

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Can be completed in small groups of two to three persons.

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Several trainees can volunteer to role-play while the remaining trainees observe them.

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For role plays to be effective, trainers need to engage in several activities before, during, and after the role play.

4. BEHAVIOR MODELING -

Behaviour modelling presents trainees with a model who demonstrates key behaviours to replicate and provides trainees with the opportunity to practice the key behaviours.

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Vicarious reinforcement occurs when a trainee sees a model receiving reinforcement for using certain behaviours.

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In the practice sessions, trainees are provided with feedback regarding how closely their behaviour matches the key behaviours demonstrated by the model.

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Key behaviours are identified through a study of the skills and behaviours necessary to complete the task and the skills or behaviours used by employees who are effective in completing the task.

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The modelling display provides the key behaviours that the trainees will practice to develop the same set of behaviours.

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Application planning prepares trainees to use the key behaviours on the job and g involves having all participants prepare a written document identifying specific situations in which they should use the key behaviours....