Training methods are many and diverse hence one uses the method that is convenient. They inclede role play,brainstorming group discussion,workshop seminar,demostration,project,group excercises,case studies,computer based training, projects,discussion questionssmart cases

1. ABBY ETIQUETTE AND CAREER PURSUIT
10/20/2022 1
12 EXCELLENT TRAINING METHODS
FOR TRAINERS

2. Some quotes
“I hear, I know.
“I see, I remember.
“I do, I understand
Confucius,551 BC
“you cannot teach a man anything, you can only help him find
it with himself”—GALILEO
“He has to see on his own behalf-the relation between means
and methods employed and results achieved…nobody else
can see for him and he cant see just by being told”—John
Dewey, 1938, Theory of Inquiry
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3. Preliminaries
 Trainer –directs growth of learners by making them
proficient in a skill or task
 Instructor—gives knowledge or information to learners
in a systematic way.
 Coach—demonstrates, directs, guides, and prompts
learners. Generally concerned with methods rather than
concepts
 Facilitator—makes it easier for learners to learn. Guides
team towards the results for which it exists to achieve for
the team to improve competency
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4. General guidelines on methods
Varies based on the needs of the
organization, trainee, and the nature of
the task.
Method should motivate the trainee to
learn, enable them to apply and practice
what they have been taught, retain and
transfer and integrate performance with
other skills and knowledge.
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5. Factors in selecting methods
 Human factors
 Training objective
 Program duration and material factors
 Time of day
 Probability of contributing to on-the-job performance
 Age, gender, level of education
 Learning styles
 Number of trainees
 Training budget and policies
 Training facilities available
 Trainer’s skills
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6. For trainer, there exists a wide range of
training methods. One method or
technique may be especially suited to
one situation and unsuited in another .It
is therefore important that the method
selected serves the intended purpose—
to impart knowledge, improve skills,
change attitude and create enthusiasm
and involvement.
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7. Whichever training methods are selected, the
trainer has to address the following:
How do I activate the learners interest and
motivation to learn?
How do I deal with the different speeds and
styles at which people learn?
How do I get the individual learners involved in
the learning and keep them involved ?
How do I know whether they have understood?
How do I promote the use of what is learnt back
to work?
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8. Training methods
 Illustrated presentations/lecture
 Discussion questions
 Long and short case studies
 Role plays
 Brainstorming
 Simulation
 Group exercises
 Group discussion
 Demonstration
 Workshop
 Seminar
 Projects
 Computer based
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9. Group task
In your group, select any one method
and discuss its application and
situations that it can be used.
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10. Illustrated presentations or lectures
Suited for:
Large groups
Limited time
Where learners have little knowledge of
the topic—new concept or technique
It allows the instructor to control the
learning and high chances of failure
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11. Limitations
It relies on one sense only—listening
Less participative
Difficulty to determine if learning has taken
place
Overcoming limitations
Provide key notes for participants to follow
Include short questions
Illustrate presentations using diagrams etc
Provide note paper for taking notes
Monitor understanding
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12. Discussion Questions
Participants think about particular
aspects of their work and share
experiences.
These increase understanding of work-
related issues and agree on plans of
action
Questions should be properly designed–
the objective, what to do with answers
and should be inputs for other courses
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13. Case studies
A record of real life situation and the related
facts presented to participants for analysis,
discussion and decision on the action they
might take—trains in problem solving,
decision making or human relations and
learning of principles and concepts. It
brings realism in a training session, allows
for group interaction and learning from
each other—recommend solutions based on
the content provided
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14. Smart cases
Relevant to work situations
Based on events that that did or could
happen
Contain matters on which opinions may
differ
Cases can be difficult to write and time
consuming. the trainer must be skilled
and creative in leading discussions, and
keeping trainees on track
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15. Panel of experts
Selected from outside or among
participants
Participants should raise the questions
before panel session
A chair for the panel appointed
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16. Role- play
A training method in which trainees assume
the roles of the characters involved and act
out those roles. It an effective method to
change behavior.
An opportunity to practice people skills
It is good in customer service and sales
training
Role play can be used to:
Examine a delicate problem in human
relations
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17. Explore solutions to an emotion laden
problem
Provide insight into varied attitudes
towards something
Provide alternative view of a situation
Enhance trainees confidence
Think and feel like the humans they are
role playing
Enhance interpersonal relations among
trainees
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18. Brainstorming
Spontaneous method of generating
innovative and creative ideas by a
group—highly participative, productive
and useful for problem solving.
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19. Simulation
Seeks to facilitate the transfer of what
has been learnt off the job to on-the-lob
behavior by reproducing, in the training
room, situations which are as close as
possible as real life. Participants are
given the opportunity to practice
behavior in conditions identical to or at
least very similar to those they will meet
when they complete the course.
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20. Group exercises
All group members are involved in
doing something and learn from what
they do—trainees try different ways of
doing things without the risk involved
if the same things were tried in real
working environment.
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21. Group discussion
Verbal interaction between two or
more participants used to generate
principles and theories , problem
solving , planning or strategy
formulation. –clarifying ideas, sharing
knowledge and experience,
involvement and team building.
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22. Demonstration
A method of conveying how something
works practically. Suitable for training
in skills and has quick results and
immediate feedback.
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23. workshop
A method of training by organizing a
meeting to produce identifiable
results/solutions to problems
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24. Seminar
A meeting is arranged to share results
of a study/project, to plan action
strategies through lectures, paper
presentations, reports and
discussions—effective method for
pooling expertise, sharing knowledge,
generating productive ideas and for
problem centered solutions
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25. Projects
doing something on the job to improve
business—creation of database, or
forming of a new process
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26. Computer based training
Trainees discover competencies on
their own
Distance e-learning through video
conference
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