This document discusses various training methods used to develop employees. It outlines cognitive methods like lectures, demonstrations, discussions, and computer-based training which focus on imparting knowledge and changing attitudes. Behavioral methods aim to develop skills through simulations, games, case studies, role plays, and in-basket techniques. Key factors that influence choice of training methods are objectives, time, cost, participant experience, group size, and available facilities.

1. METHODS OF TRAINING

2. Introduction
 Choice of training methods is generally influenced by
the these factors:
 Objectives of a training programme
 Time available
 Cost involved
 Participant’s level of understanding and previous experience
 Size of group
 Facilities available

3. Training Methods
 COGNITIVE METHODS
 BEHAVIORAL METHODS

4. COGNITIVE METHODS
 Cognitive methods are more of giving theoretical training to
the trainees.
 The various methods under Cognitive approach provide the
rules for how to do something, written or verbal
information, demonstrate relationships among concepts,
etc.
 FOCUSES- changes in knowledge and attitude by
learning.

5. Methods of Cognitive approach
 Lectures
 Demonstrations
 Discussions
 Computer Based Training (CBT)

6. Lectures
 It is a formal verbal presentation of
information to the trainees by
expert company executives or
professional lecturers
 Lecture is given to enhance the
knowledge of listener or to give him
the theoretical aspect of a topic
 It is difficult to imagine training
without lecture format.
 There are some variations in
Lecture method.
 The variation here means that some
forms of lectures are interactive
while some are not.

7.  Main features of Lecture
 Less expensive
 Can be reached large number of people at once
 Knowledge building exercise
 Less effective

8. Demonstration
 This method is a visual
display of how something
works or how to do
something.
 Essential while introducing
new products or new selling
techniques
 Helps the focusing their
attention on critical aspects
of the task
 Accompanied by the
discussion or lecture to make
it more effective

9. Discussion method
 Discussion method is a two-way flow of communication, i.e.
 knowledge in the form of lecture is communicated to trainees
 Then understanding is conveyed back by trainees to trainer.
 In panel discussion, leader presents the sales problem, calls
upon each member to comment, then closes the discussion
and summarises the views of the panel.

10. Computer Based Training
 CBT is an alternative to classroom based training.
 Providing training to employees through Intranet or
Internet.
 CBT does not require face-to-face interaction with a
human trainer.

11.  Benefits of CBT
 Reduces the cost of training
 Allows the trainee to master trainee
 Affords privacy of learning
 Increases access to training
 Reduces trainee learning time

12. BEHAVIORAL METHODS
 Behavioral methods are more of giving practical
training to the trainees
 These methods are best used for skill development.

13. Methods of Behavioural approach
Games and Simulations
 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.
 It is about imitating or making judgment or opining how
events might occur in a real situation.

14. Methods of Games and Simulation:
Behavior Modeling
Business Games
Case Studies
In-basket technique
Role Plays

15. Behavior Modeling
 In this method, some kind of process or behavior is
videotaped and then is watched by the trainees.
 The trainees first observe the behavior modeled in
the video and then reproduces the behavior on the
job.

16. Business Games
 These are based on the set of rules, procedures, plans,
relationships and principles.
 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
favour of the company.
 And then the system provides the feedback about the
impact of their decisions.
 Again, on the basis of the feedback, they are asked to
make the decisions again.
 This process continues until some meaningful results do
not come out.

18. Case Studies
 The trainee is given with
some written material, and
the some complex
situations of a real or
imaginary organization.
 The trainee then makes
certain judgement about
the case by identifying and
giving possible solutions to
the problem.

19. In-Basket Techniques
 Also known as In-tray method
 The trainee is presented with a pack of papers and
files in a tray containing administrative problems
and is asked to take decisions on these within a
stipulated time.
 The decisions taken by the trainees are compared
with one another.
 The trainees are provided feedback on their
performance.

20. Role Play
 Role play is a simulation in which
each participant is given a role to
play.
 Information is given to trainees
related to:
 description of the role
 concerns
 objectives
 responsibilities etc.
 Some real life situations are presented
before them and they are asked to act
out the way in which the
circumstances might reach an
appropriate conclusion through the
play.