Unit 3.3 - Training and Development Techniques

Question 1

What are attributes of a good behavioral objective?

Answer 1

Attributes of good behavioral objectives:

• The objective is described in specific behavioral terms, using active verbs.
• Specifies the standard of performance, which should be expressed in terms of number, degree, and accuracy.
• Specifies the relevant constraints and time limitations for performing the behavior.

Question 2

What are the training methods and processes?

Answer 2

The appropriate training method depends on what is being taught.

• Motor response - best learned on the job; get familiar with the equipment, etc.; best learned with job instruction training approach; based on 3 phase approach: declarative knowledge (basic knowledge), knowledge compilation (integrating procedural sequence of activities; ex. getting behind the wheel), and procedural knowledge (ex. how we drive now without having to think about it; autopilot)
• Rote learning - memorizing
• Idea learning - learning is sequential; should not proceed until mastering each step
• Value internalization

Question 3

What is value internalization?

Answer 3

The most important techniques for developing value internalization are induction and modeling.

Induction: All forms of verbal explanation, such as reasoning, preaching, and teaching. (ex. verbal positive reinforcements)

Modeling: The example that individuals observe in others’ behavior. (ex. good supervisor sets a good example for direct reports)

• Through these two concepts, people learn appropriate behavior
• Takes a long time

Question 4

What is on-the-job training?

Answer 4

On-the-job techniques are used more frequently than off-the-job techniques because they focus on increasing immediate productivity.

• job-instruction training
• apprenticeships
• internships & assistantships
• job rotation & cross training
• action learning - trainees learn while doing and are assigned real life projects
• coaching and counseling
• mentoring

Good for motor response learning

Question 5

What is off-the-job training?

Answer 5

Off-the-job techniques tend to focus more on long-term development and education rather than on short-term training for production.

Examples:
- independent study
- corporate universities
- vestibule training: physically and geographically off the job but exactly the same (ex. the rehearsal)
- lecture
- case studies
- conferences & discussions
- role playing
- simulations
- programmed group exercises
- television & films
- asynchronous learning networks - anytime, any place learning
- computer-based training - learning through computerized multiple choice questions
- teletraining or e-learning
- mobile learning & social media
- microlearning - short bursts of learning