a complete training & development manual - cdi lucknow english speaking lucknow

We train People to make their Lives! FOR MORE INFORMATION PLEASE CONTACT – 0522-2442879

Website – www.cdi.co.in , www. cdilucknow.blogspot.com REGISTRED BRANCH – 1

ST FLOOR NEAR K.A.K.A MARKET, ANY QUERIES MAIL US – [email protected]

CAREER DEVELOPMENT INSTITUTE Confidence, Fluency & Personality!

OBJECTIVES OF TRAINING AND DEVELOPMENT

Functional Objectives

Department’s

contribution at various

Level

Societal Objectives

Ethically and socially

responsible to the needs

and challenges of the

society

OBJECTIVES OF TRAINING

AND

DEVELOPMENT

Individual Objectives

Help employees in

achieving personal

Goals.

Organizational

Objectives

Bringing Individual

Effectiveness

IMPORTANCE OF TRAINING AND DEVELOPMENT

Optimum Utilization of Human Resources – Training and Development

helps in optimizing the utilization of human resource that further helps the

employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources – Training and Development helps to

provide an opportunity and broad structure for the development of human





resources’ technical and behavioral skills in an organization. It also helps the

employees in attaining personal growth.

Development of skills of employees – Training and Development helps in

increasing the job knowledge and skills of employees at each level. It helps to

expand the horizons of human intellect and an overall personality of the employees.

(Productivity, Team-Spirit, Organization Culture & Climate, Quality,

Healthy work environment, Health and Safety, Morale, Image,

Profitability, Decision making, problem solving, leadership skills,

motivation, loyalty, better attitudes)

TRAINING SCENARIO IN INDIAN INDUSTRY

With the world-wide expansion of companies and changing technologies, Indian

Organizations have realized the importance of corporate training. Training is

considered as more of retention tool than a cost.

Today, human resource is now a source of competitive advantage for all

organizations. Therefore, the training system in Indian Industry has been changed

to create a smarter workforce and yield the best results. With increase in

competition, every institution wants to optimize the utilization of its resources to

yield the maximum possible results. Training is required in every field be it Sales,

Marketing, Human Resource, Relationship building, Logistics, Production,

Engineering, etc. It is now a business effective tool and is linked with the business

outcome.

According to NASSCOM (National Association of Software and Services

Companies), the IT corporate training market is expected to reach Rs 600 Crore in

2010 from Rs 210 Crore in 2006.

http://traininganddevelopment.naukrihub.com/training-scenario/it/emerging-scenario.html





ROLE OF ORGANISATION IN TRAINING AND

DEVELOPMENT

An organization has a very close relationship with the trainee and the trainer

because it is the first contact for both.

The demand for the training in the organization increases when the organization

wants:

- To hire new people – training as a means of training new recruits

- To Expand – When the company wants to increase its headcount

- To increase certain number of staff (in position) by a certain date

- To enhance the performance of employees

- Organization's name to be a part of training unit

The organization goes through the following steps for the transfer of training to the

field





IMPORTANCE OF TRAINING OBJECTIVES

Training objectives are one of the most important parts of training program. While

some people think of training objective as a waste of valuable time. The

counterargument here is that resources are always limited and the training

objectives actually lead the design of training. It provides the clear guidelines and

develops the training program in less time because objectives focus specifically on

needs. It helps in adhering to a plan.

Identifying Training Needs

Selecting Participants

Defining Expectations from a Program

Monitoring Trainees Progress

Implementing the Training in Field





Trainer – The training objective is also beneficial to trainer because it helps the

trainer to measure the progress of trainees and make the required adjustments.

Also, trainer comes in a position to establish a relationship between objectives and

particular segments of training.

Trainee – The training objective is beneficial to the trainee because it helps in

reducing the anxiety of the trainee up to some extent. Not knowing anything or

going to a place which is unknown creates anxiety that can negatively affect

learning. Therefore, it is important to keep the participants aware of the happenings,

rather than keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial factor to make

the training successful. The objectives create an image of the training program in

trainee’s mind that actually helps in gaining attention.

Beneficiaries of Training Objectives

Designer

Trainee

Evaluator

Trainer





Designer – The training objective is beneficial to the training designer because if the

designer is aware what is to be achieved in the end then he’ll buy the training

package according to that only. The training designer would then look for the

training methods, training equipments, and training content accordingly to achieve

those objectives. Furthermore, planning always helps in dealing effectively in an

unexpected situation. Consider an example; the objective of one training program is

to deal effectively with customers to increase the sales. Since the objective is known,

the designer will design a training program that will include ways to improve the

interpersonal skills, such as verbal and non verbal language, dealing in unexpected

situation i.e. when there is a defect in a product or when a customer is angry.

Therefore, without any guidance, the training may not be designed appropriately.

Evaluator – It becomes easy for the training evaluator to measure the progress of the

trainees because the objectives define the expected performance of trainees. Training

objective is an important to tool to judge the performance of participants.

TRAINING AS CONSULTANCY

Training consultancy provides industry professional to work with an organization

in achieving its training and development objectives.

Estimation of Training Outsourcing

It has been estimated that 58% of the emerging market in training outsourcing is in

customer education, while only 42 percent of the market is in employee education.

Importance of Training Consultancies

It helps in enhancing company’s image

It helps in strengthening the team spirit

It helps in applying knowledge, developing core competencies, and reducing work

load

It helps in improving the work relations

It helps in developing focused and inspired staff

It leads to greater chances of success

http://traininganddevelopment.naukrihub.com/training-design.html

http://traininganddevelopment.naukrihub.com/training-evaluation.html





Consultants can provide help on following areas:

Management Development

Team Building Leadership

Health & Safety Training

Interpersonal Skills

Sales Training

MODELS OF TRAINING

Benefits of training as

Consultancy

Initail Consultation

Training Need

Analysis

Professional

Team

Of the shelf Training Courses

Training Evaluation

Lasting Results





Training is a sub-system of the organization because the departments such as,

marketing & sales, HR, production, finance, etc depends on training for its survival.

Training is a transforming process that requires some input and in turn it produces

output in the form of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a

particular function. An organization is a system and training is a sub system of the

organization.

The System Approach views training as a sub system of an organization. System

Approach can be used to examine broad issues like objectives, functions, and aim. It

establishes a logical relationship between the sequential stages in the process of

training need analysis (TNA), formulating, delivering, and evaluating.

There are 4 necessary inputs i.e. technology, man, material, time required in

every system to produce products or services. And every system must have some

output from these inputs in order to survive. The output can be tangible or

intangible depending upon the organization’s requirement. A system approach to

training is planned creation of training program. This approach uses step-by-step

procedures to solve the problems. Under systematic approach, training is

undertaken on planned basis. Out of this planned effort, one such basic model of

five steps is system model that is explained below.

Organization are working in open environment i.e. there are some internal and

external forces, that poses threats and opportunities, therefore, trainers need to be

aware of these forces which may impact on the content, form, and conduct of the

training efforts. The internal forces are the various demands of the organization for

a better learning environment; need to be up to date with the latest technologies.

The three model of training are:

1. System Model

http://traininganddevelopment.naukrihub.com/organization.html

http://traininganddevelopment.naukrihub.com/systematic-model.html





2. Instructional System Development Model

3. Transitional model

1. System Model -

The system model consists of five phases and should be repeated on a regular basis

to make further improvements. The training should achieve the purpose of helping

employee to perform their work to required standards. The steps involved in

System Model of training are as follows:

1. Analyze and identify the training needs i.e. to analyze the department, job,

employees requirement, who needs training, what do they need to learn, estimating

training cost, etc The next step is to develop a performance measure on the basis of

which actual performance would be evaluated.

2. Design and provide training to meet identified needs. This step requires

developing objectives of training, identifying the learning steps, sequencing and

structuring the contents.

3. Develop- This phase requires listing the activities in the training program that

will assist the participants to learn, selecting delivery method, examining the

training material, validating information to be imparted to make sure it

accomplishes all the goals & objectives.

http://traininganddevelopment.naukrihub.com/isd-model.html

http://traininganddevelopment.naukrihub.com/transitional-model.html

http://traininganddevelopment.naukrihub.com/systematic-model.html





4. Implementing is the hardest part of the system because one wrong step

can lead to the failure of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of

subsequent work performance. Making necessary amendments to any of the

previous stage in order to remedy or improve failure practices.

2. Instructional System Development Model (ISD) Model -

Instructional System Development model or ISD training model was made to

answer the training problems. This model is widely used now-a-days in the

organization because it is concerned with the training need on the job performance.

Training objectives are defined on the basis of job responsibilities and job

http://traininganddevelopment.naukrihub.com/importance-of-training-objectives.html





description and on the basis of the defined objectives individual progress is

measured. This model also helps in determining and developing the favorable

strategies, sequencing the content, and delivering media for the types of training

objectives to be achieved.

The Instructional System Development model comprises of five stages:

1. ANALYSIS – This phase consist of training need assessment, job analysis,

and target audience analysis.

2. PLANNING – This phase consist of setting goal of the learning outcome,

instructional objectives that measures behavior of a participant after the

training, types of training material, media selection, methods of evaluating the

trainee, trainer and the training program, strategies to impart knowledge i.e.

selection of content, sequencing of content, etc.





3. DEVELOPMENT – This phase translates design decisions into training

material. It consists of developing course material for the trainer including

handouts, workbooks, visual aids, demonstration props, etc, course material

for the trainee including handouts of summary.

4. EXECUTION - This phase focuses on logistical arrangements, such as

arranging speakers, equipments, benches, podium, food facilities, cooling,

lighting, parking, and other training accessories.

5. EVALUATION - The purpose of this phase is to make sure that the training

program has achieved its aim in terms of subsequent work performance. This

phase consists of identifying strengths and weaknesses and making necessary

amendments to any of the previous stage in order to remedy or improve

failure practices.

The ISD model is a continuous process that lasts throughout the training program. It

also highlights that feedback is an important phase throughout the entire training

program. In this model, the output of one phase is an input to the next phase.

3. Transitional Model –

Transitional model focuses on the organization as a whole. The outer loop

describes the vision, mission and values of the organization on the basis of which

training model i.e. inner loop is executed.

Vision – Focuses on the milestones that the organization would like to achieve

after the defined point of time. A vision statement tells that where the organization

sees itself few years down the line. A vision may include setting a role model, or

bringing some internal transformation, or may be promising to meet some other

deadlines.

http://traininganddevelopment.naukrihub.com/training-design.html

http://traininganddevelopment.naukrihub.com/models-of-training.html





Mission – Explain the reason of organizational existence. It identifies the position

in the community. The reason of developing a mission statement is to motivate,

inspire, and inform the employees regarding the organization. The mission

statement tells about the identity that how the organization would like to be viewed

by the customers, employees, and all other stakeholders.

Values – Is the translation of vision and mission into communicable ideals. It

reflects the deeply held values of the organization and is independent of current

industry environment. For example, values may include social responsibility,

excellent customer service, etc.





The mission, vision, and values precede the objective in the inner loop. This model

considers the organization as a whole. The objective is formulated keeping these

three things in mind and then the training model is further implemented.

Methods of Training

There are various methods of training, which can be divided in to cognitive and

behavioral methods. Trainers need to understand the pros and cons of each

method, also its impact on trainees keeping their background and skills in mind

before giving training.

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. These methods are associated with changes in knowledge and attitude

by stimulating learning.

Behavioral methods are more of giving practical training to the trainees. The

various methods under Behavioral approach allow the trainee to behavior in a real

fashion. These methods are best used for skill development.

COGNITIVE BEHAVIORAL MANAGEMENT

DEVELOPMENT

1. LECTURES

2. DEMONSTRATIONS

3. DISCUSSIONS

4. COMPUTER BASED

TRAINING (CBT)

5. INTELLEGENT

TUTORIAL

1. GAMES AND

SIMULATIONS

2. BEHAVIOR-

MODELING

3. BUSINESS

GAMES

4. CASE STUDIES

5. EQUIPMENT

STIMULATORS

6. IN-BASKET

TECHNIQUE

1. COACHING

2. MENTORING

3. JOB ROTATION

4. JOB INSTRUCTION

TECHNIQUE

5. SENSTITVITY

TRAINING

6. TRANSACTIONAL

ANALYSIS

http://traininganddevelopment.naukrihub.com/trainee.html

http://traininganddevelopment.naukrihub.com/methods-of-training/lectures.html

http://traininganddevelopment.naukrihub.com/methods-of-training/demonstrations.html

http://traininganddevelopment.naukrihub.com/methods-of-training/discussions.html

http://traininganddevelopment.naukrihub.com/methods-of-training/computer-based-training/index.html


http://traininganddevelopment.naukrihub.com/methods-of-training/computer-based-training/its.html






SYSTEM(ITS)

6. PROGRAMMED

INSTRUCTION (PI)

7. VIRTUAL REALITY

7. ROLE PLAYS 7. SIMULATION

EXERCISES

8. STRAIGHT LECTURES

Management Development Methods arethe more future oriented method and

more concerned with education of the employees. To become a better performer by

education implies that management development activities attempt to instill sound

reasoning processes.

Management development method is further divided into two parts:

ON THE JOB TRAINING OFF THE JOB TRAINING

1. COACHING

2. MENTORING

3. JOB ROTATION

4. JOB INSTRUCTION TECHNIQUE

1. SENSTITVITY TRAINING

2. TRANSACTIONAL ANALYSIS

3. SIMULATION EXERCISES


COGNITIVE METHOD OF TRAINING

1. LECTURES

2. DEMONSTRATIONS

3. DISCUSSIONS

4. COMPUTER BASED TRAINING (CBT)

5. INTELLEGENT TUTORIAL SYSTEM(ITS)

6. PROGRAMMED INSTRUCTION (PI)

7. VIRTUAL REALITY

1. Lecture – A Method of Training –

It is one of the oldest methods of training. This method is used to create

understanding of a topic or to influence behavior, attitudes through lecture. A

lecture can be in printed or oral form. Lecture is telling someone about something.


http://traininganddevelopment.naukrihub.com/methods-of-training/computer-based-training/programmed-instruction.html


http://traininganddevelopment.naukrihub.com/methods-of-training/computer-based-training/virtual-reality.html

http://traininganddevelopment.naukrihub.com/methods-of-training/lectures.html

http://traininganddevelopment.naukrihub.com/methods-of-training/demonstrations.html

http://traininganddevelopment.naukrihub.com/methods-of-training/discussions.html




http://traininganddevelopment.naukrihub.com/methods-of-training/computer-based-training/virtual-reality.html

http://traininganddevelopment.naukrihub.com/training.html





Lecture is given to enhance the knowledge of listener or to give him the theoretical

aspect of a topic.

Training is basically incomplete without lecture. When the trainer begins the

training session by telling the aim, goal, agenda, processes, or methods that will be

used in training that means the trainer is using the lecture method. 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.

Straight Lecture: Straight lecture method consists of presenting information, which

the trainee attempts to absorb. In this method, the trainer speaks to a group about a

topic. However, it does not involve any kind of interaction between the trainer and

the trainees. A lecture may also take the form of printed text, such as books, notes,

etc. The difference between the straight lecture and the printed material is the

trainer’s intonation, control of speed, body language, and visual image of the

trainer. The trainer in case of straight lecture can decide to vary from the training

script, based on the signals from the trainees, whereas same material in print is

restricted to what is printed.

A good lecture consists of introduction of the topic, purpose of the lecture, and

priorities and preferences of the order in which the topic will be covered.

Main Features of Lecture Method

some of the main features of lecture method are:

Inability to identify and correct misunderstandings

Less expensive

Can be reached large number of people at once

Knowledge building exercise

Less effective because lectures require long periods of trainee inactivity

2. Demonstration Training Method

http://traininganddevelopment.naukrihub.com/trainer.html





This method is a visual display of how something works or how to do something.

As an example, trainer shows the trainees how to perform or how to do the tasks of

the job. In order to be more effective, demonstration method should be should be

accompanied by the discussion or lecture method.

To carry out an effective demonstration, a trainer first prepares the lesson plan by

breaking the task to be performed into smaller modules, easily learned parts. Then,

the trainer sequentially organizes those modules and prepares an explanation for

why that part is required. While performing the demonstration, trainer:

Demonstrates the task by describing how to do, while doing

Helps the focusing their attention on critical aspects of the task

Tells the trainees what you will be doing so they understand what you will be

showing them

Explains why it should be carried out in that way

The difference between the lecture method and the demonstration method is the

level of involvement of the trainee. In the lecture method, the more the trainee is

involved, the more learning will occur.

The financial costs that occur in the demonstration method are as follows:

Cost of training facility for the program

Cost of materials that facilitate training

Food, travel, lodging for the trainees and the trainers

Compensation of time spent in training to trainers and trainees

Cost related to creating content, material

Cost related to the organization of the training

After completing the demonstration the trainer provide feedback, both positive and

or negative, give the trainee the opportunity to do the task and describe what he is

doing and why.

3. Discussion Training Method







This method uses a lecturer to provide the learners with context that is supported,

elaborated, explains, or expanded on through interactions both among the trainees

and between the trainer and the trainees. The interaction and the communication

between these two make it much more effective and powerful than the lecture

method. If the Discussion method is used with proper sequence i.e. lectures,

followed by discussion and questioning, can achieve higher level knowledge

objectives, such as problem solving and principle learning.

The Discussion method consists a two-way flow of communication i.e. knowledge

in the form of lecture is communicated to trainees, and then understanding is

conveyed back by trainees to trainer.

Understanding is conveyed in the form of verbal and non-verbal feedback that

enables the trainer to determine whether the material is understood. If yes, then

definitely it would help out the trainees to implement it at their workplaces and if

not, the trainer may need to spend more time on that particular area by presenting

the information again in a different manner.

Questioning can be done by both ways i.e. the trainees and the trainer. When the

trainees ask questions, they explain their thinking about the content of the lecture. A

trainer who asks questions stimulates thinking about the content of the lecture.

Asking and responding questions are beneficial to trainees because it enhance

understanding and keep the trainees focused on the content. Besides that,

discussions, and interactions allow the trainee to be actively engaged in the material

of the trainer. This activity helps in improving recall.

4. Computer Based Training (CBT)







With the worldwide expansion of companies and changing technologies, the

demands for knowledge and skilled employees have increased more than ever,

which in turn, is putting pressure on HR department to provide training at lower

costs. Many organizations are now implementing CBT as an alternative to classroom

based training to accomplish those goals.

Some of the benefits of Computer Based Training are:

According to a recent survey, about 75% of the organizations are providing training





to employees through Intranet or Internet. Internet is not the method of training,

but has become the technique of delivering training. The growth of electronic

technology has created alternative training delivery systems.

CBT does not require face to face interaction with a human trainer. This method is

so varied in its applications that it is difficult to describe in concise terms.

5. Intelligent Tutorial System (ITS)

This Intelligent Tutorial system uses artificial intelligence to assist in training or

tutoring the participants. This system learns through trainee responses.

Features of Intelligent Tutorial Systems (ITS)

It selects the appropriate level of instructions for the participants

It guides the trainees

It is a text-based system

It also evaluates the training program

It also improves the methodology for teaching the trainee based on the

information

It is an interactive system

It determines the trainee’s level of understanding

Intelligent Tutorial System (ITS) comprises of 5 components:

A domain expert also called the expert knowledge base

A trainee model – stores the information on how the trainee is performing during

the training program

A scenario generator

A training session manager – Interprets trainees responses and responds either

with tutoring, more content or information

A user interface – allows the trainee to communicate with the intelligent tutorial

System

http://traininganddevelopment.naukrihub.com/methods-of-training/






Considering an example, in the following table there are 3 students ABC, DEF, GHI.

The Intelligent Tutorial System determines the problem with the three students,

diagnose them, and provide them a different type if instruction to each student

keeping the errors they make in mind.

6. Programmed Instruction (PI)

Programmed instruction is a Computer-based training that comprises of graphics,

multimedia, text that is connected to one another and is stored in memory.

Programmed instruction is the procedure of guiding the participants strategically

through the information in a way that facilitates the most effective and efficient

learning. It provides the participant with content, information, asks questions, and

based on the answer goes to the next level of information i.e. if the trainee gives the

correct answer; one branch moves the trainee forward to the new information. And

if the trainee gives the wrong answer then different branch is activated, taking the

trainee back to the review relevant information in more elaborate manner.

This method allows the trainees to go through the content according to the

individual speed, and capability. Those trainees, who respond better, move through

the content rapidly.

Programmed Instruction also comes in

Printed form i.e. books

Tape

Interactive Video

Other formats






In programmed instruction, trainees receive information in substantial amount and

then tested on their retention of information. If the trainees are not able to retain the

information, they are referred back to the original information. If the trainees retain

the information, they are referred to the next log of information that is to be learned.

Features of Programmed Instruction

some of the features of programmed instructions are:

It provides immediate feedback to trainee response

It frequently reviews the content

It programs small learning steps that results in fewer response errors

It allows trainees to move through the content at their own speed, or

capability

It requires frequent active responses by the trainees.

7. Virtual Reality (VR)

Virtual Reality is a training method that puts the participant in 3-D environment.

The three dimensional environment stimulates situations and events that are

experienced in the job. The participant interacts with 3-D images to accomplish the

training objectives. This type of environment is created to give trainee the

impression of physical involvement in an environment. To experience virtual

reality, the trainee wears devices, like headset, gloves, treadmills, etc.

Virtual Reality provides trainees with an understanding of the consequences of their

actions in the work environment by interpreting and responding to the trainees’

actions through its accessories:

Headset – provides audio and visual information

Gloves – provides tactile information

Treadmills – is used for creating the sense of movement

Sensory devices – transmits how the trainees are responding in the virtual

workplace to the computer this allows the virtual reality (VR) system to

respond by changing the environment appropriately.

Features of Virtual Reality (VR) System

some of the features of Virtual Reality System are:






It is poorly understood – requires technical understanding

It is expensive

It is time consuming

It is flexible in nature

It does not incur traveling, lodging, or food cost

It requires excellent infrastructure

BEHAVIORAL METHOD OF TRAINING

1. GAMES AND SIMULATIONS

2. BEHAVIOR-MODELING

3. BUSINESS GAMES

4. CASE STUDIES

5. EQUIPMENT STIMULATORS

6. IN-BASKET TECHNIQUE

7. ROLE PLAYS

1. Games and Simulations

Games and Simulations are structured and sometimes unstructured, that are usually

played for enjoyment sometimes are used for training purposes as an educational

tool. Training games and simulations are different from work as they are designed

to reproduce or simulate events, circumstances, processes that take place in trainees’

job.

A Training 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. Simulation is about

imitating or making judgment or opining how events might occur in a real situation.

It can entail intricate numerical modeling, role playing without the support of

technology, or combinations.

Training games and simulations are now seen as an effective tool for training

because its key components are:







Challenge

Rules

Interactivity

These three components are quite essential when it comes to learning.

Some of the examples of this technique are:

Trainees can therefore experience these events, processes, games in a controlled

setting where they can develop knowledge, skills, and attitudes or can find out

concepts that will improve their performance.

2. Behavior Modeling

Behavior Modeling uses the innate inclination for people to observe others to

discover how to do something new. It is more often used in combination with some

other techniques.

Procedure of Behavior Modeling Technique

In this method, some kind of process or behavior is videotaped and then is watched

by the trainees. Games and simulation section is also included because once the

trainees see the videotape, they practice the behavior through role plays or other

http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/





kind of simulation techniques. The trainee first observes the behavior modeled in

the video and then reproduces the behavior on the job.

The skills that are required to build up are defined

A brief overview of the theory is then provided to the trainers

Then, trainees are given instructions that what specific learning points or

critical behavior they have to watch

Then the expert is used to model the suitable behaviors

Then, the trainees are encouraged to practice the suitable behavior in a role

play or through any other method of simulation

Trainees are then provided with some opportunities to give reinforcement for

appropriate imitation of the model’s behavior

In the end, trainer ensures that trainees appropriately reinforces the behavior

on the work place

Behavior modeling focuses on developing behavioral and interpersonal skills. This

type of method can be used for training in

Sales training

Interviewee training

Interviewer training

Safety training

Interpersonal skills training

3. Business Games Training

With the increase in globalization and changing technologies, many organizations

are now moving from board games to computer based simulations, using interactive

multimedia (IM) and virtual reality (VR).

Business games are the type of simulators that try to present the way an industry,

company, organization, consultancy, or subunit of a company functions. Basically,

they are based on the set of rules, procedures, plans, relationships, principles

derived from the research. 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 favor 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 came out or some

predefined state of the organization exists or a specified number of trails are

completed.

As an example, if the focus is on organization's financial state, the game may end

when the organization reach at desirable or defined profitability level.

Some of the benefits of the business games are:

It develops leadership skills

It improves application of total quality principles

It develops skills in using quality tools

It strengthen management skills

It demonstrates principles and concepts

It explores and solves complex problem





Many games and simulations examine the total organization but only some focus on

the functional responsibilities of specific positions in an organization.

Business games simulate whole organization and provide much better perspective

than any other training methods. They allow trainees to see how their decisions and

actions impact on the related areas.

4. Case Study Training Method





Case Studies try to simulate decision making situation that trainees may find at

their work place. It reflects the situations and complex problems faced by managers,

staff, HR, CEO, etc. The objective of the case study method is to get trainees to apply

known concepts and ideologies and ascertain new ones. The case study method

emphasize on approach to see a particular problem rather than a solution. Their

solutions are not as important as the understanding of advantages and

disadvantages.

Procedure of the Case Study Method

The trainee is given with some written material, and the some complex

situations of a real or imaginary organization. A case study may range from 50

to 200 pages depending upon the problem of the organization.

A series of questions usually appears at the end of the case study.

The longer case studies provide enough of the information to be examined

while the shorter ones require the trainee to explore and conduct research to

gather appropriate amount of information.

The trainee then makes certain judgment and opines about the case by

identifying and giving possible solutions to the problem.

In between trainees are given time to digest the information. If there is enough

time left, they are also allowed to collect relevant information that supports

their solution.

Once the individuals reach the solution of a problem, they meet in small

groups to discuss the options, solutions generated.

Then, the trainee meets with the trainer, who further discusses the case.

Case Study method focuses on:

Building decision making skills

Assessing and developing Knowledge, Skills and Attitudes (KSAs)

Developing communication and interpersonal skills

Developing management skills

Developing procedural and strategic knowledge

5. Equipment Simulators






Equipment simulators are the mechanical devices that necessitate trainees to use

some actions, plans, measures, trials, movements, or decision processes they would

use with equipment back on the their respective work place.

It is imperative that the simulators be designed to repeat, as closely as possible, the

physical aspects of equipment and operational surroundings trainees will find at

their work place. This is also called as physical fidelity of the simulation.

Besides that, the mental conditions under which the equipment is operated such as,

increasing demands, pressure of time, and relationship with colleagues,

subordinates, etc must also be closely matched to what the trainees experience on

the work place.

The literature on socio-technical approaches to organizational development

provides guidelines for the design or redesign of tools. Human Resource

professionals involved in propose of simulators and their pre-testing should engage

those who will be using the equipment and their supervisors. Their input can help

in reducing the potential resistance, errors in the equipment and more importantly,

it also increases the degree of reliability between the simulation and the work

setting.

Equipment simulators can be used in giving training to:

Air Traffic Controllers

Taxi Drivers

Telephone Operators

Ship Navigators

Maintenance Workers

Product Development Engineers

Airline Pilots

Military Officers

6. In Basket Technique

In-Basket Technique – It provides trainees with a log of written text or information

and requests, such as memos, messages, and reports, which would be handled by

manger, engineer, reporting officer, or administrator.





Procedure of the in basket Technique

In this technique, trainee is given some information about the role to be played

such as, description, responsibilities, general context about the role.

The trainee is then given the log of materials that make up the in-basket and

asked to respond to materials within a particular time period.

After all the trainees complete in-basket, a discussion with the trainer takes

place.

In this discussion the trainee describes the justification for the decisions.

The trainer then provides feedback, reinforcing decisions made suitably or

encouraging the trainee to increase alternatives for those made unsuitably.

A variation on the technique is to run multiple, simultaneous in baskets in which

each trainee receives a different but organized set of information. It is important that

trainees must communicate with each other to accumulate the entire information

required to make a suitable decision.

This technique focuses on:

Building decision making skills

Assess and develops Knowledge, Skills and Attitudes (KSAs)

Develops of communication and interpersonal skills

Develops procedural knowledge

Develops strategic knowledge







7. Role Play Training Method

Role play is a simulation in which each participant is given a role to play. Trainees

are given with some information related to description of the role, concerns,

objectives, responsibilities, emotions, etc. Then, a general description of the

situation, and the problem that each one of them faces, is given. For instance,

situation could be strike in factory, managing conflict, two parties in conflict,

scheduling vacation days, etc. Once the participants read their role descriptions,

they act out their roles by interacting with one another.

Role Plays helps in






Developing interpersonal skills and communication skills

Conflict resolution

Group decision making

Developing insight into one’s own behavior and its impact on others

There are various types of role plays, such as:

Multiple Role Play – In this type of role play, all trainees are in groups, with each

group acting out the role play simultaneously. After the role play, each group

analyzes the interactions and identifies the learning points.

Single Role Play – One group of participants plays the role for the rest, providing

demonstrations of situation. Other participants observe the role play, analyze their

interactions with one another and learn from the play.





Role Rotation – It starts as a single role play. After the interaction of participants,

the trainer will stop the role play and discuss what happened so far. Then the

participants are asked to exchange characters. This method allows a variety of ways

to approach the roles.

Spontaneous Role Play – In this kind of role play, one of the trainees plays herself

while the other trainees play people with whom the first participant interacted

before.

Management Development Program (MDP)

Management Development has become very important in today’s competitive

environment. According to a survey, those companies that align their management

development with tactical planning are more competitive than the companies who

are not. It has also been indicated that 80% of the companies report MDP, compared

with 90% that provide executive leadership training. For most of the companies

37% of the training budgets go to management development and learning

programs. Therefore, it is important to consider management development as an

important part of organizational competitiveness.

Some of the reasons behind the management development programs are:

It is managements’ responsibility of ensuring the success of the organization

It is the management who deal with people of different background, culture,

language, etc

Mergers and acquisitions, downsizing, etc are all under management’s control

It is managements’ responsibility to ensure that the employees obtain the

required KSAs to perform the tasks

It is managements’ responsibility to ensure that right people is hired for the

right job, at the right time for the right place

Manager’s job is complex i.e. for the managers understanding the training

need is not easy because his training need is determined by how well his

department is meeting its objective and goal.





It is the management who makes decisions on the basis of judgment and

intuition

It is the manager who performs several routine duties as well as handling the

exceptions in their own as well as subordinates’ routine

Managers are engaged in varied, discontinues, and brief activities

It is the management that understand the organization, its vision, mission,

ethics, values, strategies, capabilities, and how his organization fits into the

industry, and how his behavior will influence people outside the organization

Therefore, managers must be able to get the required knowledge, skills, and

attitudes (KSAs) to meet the challenges as soon as they arise.

Overview of Managerial Jobs





ON THE JOB TRAINING OFF THE JOB TRAINING

1. COACHING

2. MENTORING

3. JOB ROTATION

4. JOB INSTRUCTION

TECHNIQUE

1. SENSTITVITY TRAINING

2. TRANSACTIONAL

ANALYSIS

3. SIMULATION EXERCISES


ON THE JOB TRAINING

1. COACHING

Coaching is one of the training methods, which is considered as a corrective method

for inadequate performance. According to a survey conducted by International

Coach Federation (ICF), more than 4,000 companies are using coach for their

executives. These coaches are experts most of the time outside consultants.

A coach is the best training plan for the CEO’s because

It is one to one interaction

It can be done at the convenience of CEO

It can be done on phone, meetings, through e-mails, chat

It provides an opportunity to receive feedback from an expert

It helps in identifying weaknesses and focus on the area that needs

improvement This method best suits for the people at the top because if we

see on emotional front, when a person reaches the top, he gets lonely and it

becomes difficult to find someone to talk to. It helps in finding out the

executive’s specific developmental needs. The needs can be identified through

60 degree performance reviews.

Procedure of the Coaching

The procedure of the coaching is mutually determined by the executive and coach.

The procedure is followed by successive counseling and meetings at the executive’s

convenience by the coach.






1. Understand the participant’s job, the knowledge, skills, and attitudes, and

resources required to meet the desired expectation

2. Meet the participant and mutually agree on the objective that has to be

achieved

3. Mutually arrive at a plan and schedule

4. At the job, show the participant how to achieve the objectives, observe the

performance and then provide feedback

5. Repeat step 4 until performance improves

For the people at middle level management, coaching is more likely done by the

supervisor; however experts from outside the organization are at times used for up

and coming managers. Again, the personalized approach assists the manger focus

on definite needs and improvement.

2. Mentoring

Mentoring is an ongoing relationship that is developed between a senior and junior

employee. Mentoring provides guidance and clear understanding of how the

organization goes to achieve its vision and mission to the junior employee.

The meetings are not as structured and regular than in coaching. Executive

mentoring is generally done by someone inside the company. The executive can

learn a lot from mentoring. By dealing with diverse mentee’s, the executive is given

the chance to grow professionally by developing management skills and learning

how to work with people with diverse background, culture, and language and

personality types.

Executives also have mentors. In cases where the executive is new to the

organization, a senior executive could be assigned as a mentor to assist the new

executive settled into his role. Mentoring is one of the important methods for

preparing them to be future executives. This method allows the mentor to

determine what is required to improve mentee’s performance. Once the mentor

identifies the problem, weakness, and the area that needs to be worked upon, the

mentor can advise relevant training. The mentor can also provide opportunities to

work on special processes and projects that require use of proficiency.

Some key points on Mentoring






Mentoring focus on attitude development

Conducted for management-level employees

Mentoring is done by someone inside the company

It is one-to-one interaction

It helps in identifying weaknesses and focus on the area that needs

improvement

3. Job Rotation

For the executive, job rotation takes on different perspectives. The executive is

usually not simply going to another department. In some vertically integrated

organizations, for example, where the supplier is actually part of same organization

or subsidiary, job rotation might be to the supplier to see how the business operates

from the supplier point of view. Learning how the organization is perceived from

the outside broadens the executive’s outlook on the process of the organization. Or

the rotation might be to a foreign office to provide a global perspective.

For managers being developed for executive roles, rotation to different functions in

the company is regular carried out.

This approach allows the manger to operate in diverse roles and understand the

different issues that crop up. If someone is to be a corporate leader, they must have

this type of training. A recent study indicated that the single most significant factor

that leads to leader’s achievement was the variety of experiences in different

departments, business units, cities, and countries.

An organized and helpful way to develop talent for the management or executive

level of the organization is job rotation. It is the process of preparing employees at a

lower level to replace someone at the next higher level. It is generally done for the

designations that are crucial for the effective and efficient functioning of the

organization.

Benefits of Job Rotation

Some of the major benefits of job rotation are:






It provides the employees with opportunities to broaden the horizon of

knowledge, skills, and abilities by working in different departments, business

units, functions, and countries

Identification of Knowledge, skills, and attitudes (KSAs) required

It determines the areas where improvement is required

Assessment of the employees who have the potential and caliber for filling the

position

4. Job Instruction Technique (JIT)

Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and

procedural), skills and attitudes development.

Procedure of Job Instruction Technique (JIT)

JIT consists of four steps:

Plan – This step includes a written breakdown of the work to be done because the

trainer and the trainee must understand that documentation is must and important

for the familiarity of work. A trainer who is aware of the work well is likely to do

many things and in the process might miss few things. Therefore, a structured

analysis and proper documentation ensures that all the points are covered in the

training program. The second step is to find out what the trainee knows and what

training should focus on.

Then, the next step is to create a comfortable atmosphere for the trainees’ i.e. proper

orientation program, availing the resources, familiarizing trainee with the training

program, etc.

Present – In this step, trainer provides the synopsis of the job while presenting the

participants the different aspects of the work. When the trainer finished, the trainee

demonstrates how to do the job and why is that done in that specific manner.

Trainee actually demonstrates the procedure while emphasizing the key points and

safety instructions.







Trial – This step actually a kind of rehearsal step, in which trainee tries to perform

the work and the trainer is able to provide instant feedback. In this step, the focus is

on improving the method of instruction because a trainer considers that any error if

occurring may be a function of training not the trainee. This step allows the trainee

to see the after effects of using an incorrect method. The trainer then helps the

trainee by questioning and guiding to identify the correct procedure.

Follow-up – In this step, the trainer checks the trainee’s job frequently after the

training program is over to prevent bad work habits from developing.

OFF THE JOB TRAINING

There are many management development techniques that an employee can take in

off the job. The few popular methods are:

1. Sensitivity Training

Sensitivity training is about making people understand about themselves and

others reasonably, which is done by developing in them social sensitivity and

behavioral flexibility.

Social sensitivity in one word is empathy. It is ability of an individual to

sense what others feel and think from their own point of view.

Behavioral flexibility is ability to behave suitably in light of understanding.





Procedure of Sensitivity Training

Sensitivity Training Program requires three steps:

Unfreezing the old values –It requires that the trainees become aware of the

inadequacy of the old values. This can be done when the trainee faces dilemma in

which his old values is not able to provide proper guidance. The first step consists

of a small procedure:

An unstructured group of 10-15 people is formed.

Unstructured group without any objective looks to the trainer for its guidance

But the trainer refuses to provide guidance and assume leadership

Soon, the trainees are motivated to resolve the uncertainty

Then, they try to form some hierarchy. Some try assume leadership role which

may not be liked by other trainees

Then, they started realizing that what they desire to do and realize the

alternative ways of dealing with the situation

Development of new values – With the trainer’s support, trainees begin to examine

their interpersonal behavior and giving each other feedback. The reasoning of the

feedbacks are discussed which motivates trainees to experiment with range of new

behaviors and values. This process constitutes the second step in the change process

of the development of these values.







Refreezing the new ones – This step depends upon how much opportunity the

trainees get to practice their new behaviors and values at their work place.

2. Transactional Analysis

Transactional Analysis provides trainees with a realistic and useful method for

analyzing and understanding the behavior of others. In every social interaction,

there is a motivation provided by one person and a reaction to that motivation given

by another person. This motivation reaction relationship between two persons is a

transaction.

Transactional analysis can be done by the ego states of an individual.

An ego state is a system of feelings accompanied by a related set of behaviors.

There are basically three ego states:

Child: It is a collection of recordings in the brain of an individual of behaviors,

attitudes, and impulses which come to her naturally from her own understanding as

a child. The characteristics of this ego are to be spontaneous, intense, unconfident,

reliant, probing, anxious, etc. Verbal clues that a person is operating from its child

state are the use of words like "I guess", "I suppose", etc. and non verbal clues like,

giggling, coyness, silent, attention seeking etc.

Parent: It is a collection of recordings in the brain of an individual of behaviors,

attitudes, and impulses imposed on her in her childhood from various sources such

as, social, parents, friends, etc. The characteristics of this ego are to be

overprotective, isolated, rigid, bossy, etc. Verbal clues that a person is operating

from its parent states are the use of words like, always, should, never, etc and non-

verbal clues such as, raising eyebrows, pointing an accusing finger at somebody, etc.





Adult: It is a collection of reality testing, rational behavior, decision making, etc. A

person in this ego state verifies, updates the data which she has received from the

other two states. It is a shift from the taught and felt concepts to tested concepts.

All of us evoke behavior from one ego state which is responded to by the other

person from any of these three states.

3. Lecture – A Method of Training

It is one of the oldest methods of training. This method is used to create

understanding of a topic or to influence behavior, attitudes through lecture. A

lecture can be in printed or oral form. Lecture is telling someone about something.

Lecture is given to enhance the knowledge of listener or to give him the theoretical

aspect of a topic. Training is basically incomplete without lecture. When the trainer

begins the training session by telling the aim, goal, agenda, processes, or methods

that will be used in training that means the trainer is using the lecture method. 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.

Straight Lecture: Straight lecture method consists of presenting information, which

the trainee attempts to absorb. In this method, the trainer speaks to a group about a

topic. However, it does not involve any kind of interaction between the trainer and

the trainees. A lecture may also take the form of printed text, such as books, notes,

etc. The difference between the straight lecture and the printed material is the

trainer’s intonation, control of speed, body language, and visual image of the

trainer. The trainer in case of straight lecture can decide to vary from the training







script, based on the signals from the trainees, whereas same material in print is

restricted to what is printed.

A good lecture consists of introduction of the topic, purpose of the lecture, and

priorities and preferences of the order in which the topic will be covered.

Main Features of Lecture Method

Some of the main features of lecture method are:

Inability to identify and correct misunderstandings

Less expensive

Can be reached large number of people at once

Knowledge building exercise

Less effective because lectures require long periods of trainee inactivity

4. Games and Simulations

Discussed above.

TRAINING DESIGN

The design of the training program can be undertaken only when a clear training

objective has been produced. The training objective clears what goal has to be

achieved by the end of training program i.e. what the trainees are expected to be

able to do at the end of their training. Training objectives assist trainers to design

the training program. The trainer – Before starting a training program, a trainer analyzes his technical,

interpersonal, judgmental skills in order to deliver quality content to trainers.

The trainees – A good training design requires close scrutiny of the trainees and

their profiles. Age, experience, needs and expectations of the trainees are some of

the important factors that affect training design.

Training climate – A good training climate comprises of ambience, tone, feelings,

positive perception for training program, etc. Therefore, when the climate is






favorable nothing goes wrong but when the climate is unfavorable, almost

everything goes wrong.

Trainees’ learning style – the learning style, age, experience, educational

background of trainees must be kept in mind in order to get the right pitch to the

design of the program.

Training strategies – Once the training objective has been identified, the trainer

translates it into specific training areas and modules. The trainer prepares the

priority list of about what must be included, what could be included.

Training topics – After formulating a strategy, trainer decides upon the content to

be delivered. Trainers break the content into headings, topics, ad modules. These

topics and modules are then classified into information, knowledge, skills, and

attitudes.

Sequence the contents – Contents are then sequenced in a following manner:

From simple to complex

Topics are arranged in terms of their relative importance

From known to unknown

From specific to general

Dependent relationship

Training tactics – Once the objectives and the strategy of the training program

becomes clear, trainer comes in the position to select most appropriate tactics or

methods or techniques. The method selection depends on the following factors:

Trainees’ background

Time allocated

Style preference of trainer

Level of competence of trainer

Availability of facilities and resources, etc

Support facilities – It can be segregated into printed and audio visual. The various

requirements in a training program are white boards, flip charts, markers, etc.

Constraints – The various constraints that lay in the trainers mind are:






Time

Accommodation, facilities and their availability

Furnishings and equipments

Budget

Design of the training, etc





TRAINING IMPLEMENTATION

To put training program into effect according to definite plan or procedure is called

training implementation. Training implementation is the hardest part of the system

because one wrong step can lead to the failure of whole training program. Even the

best training program will fail due to one wrong action.

Training implementation can be segregated into:

Practical administrative arrangements

Carrying out of the training

Implementing Training

Once the staff, course, content, equipments, topics are ready, the training is

implemented. Completing training design does not mean that the work is done

because implementation phase requires continual adjusting, redesigning, and

refining. Preparation is the most important factor to taste the success. Therefore,

following are the factors that are kept in mind while implementing training

program:

The trainer – The trainer need to be prepared mentally before the delivery of

content. Trainer prepares materials and activities well in advance. The trainer also

set grounds before meeting with participants by making sure that he is comfortable

with course content and is flexible in his approach.

Physical set-up – Good physical set up is pre requisite for effective and successful

training program because it makes the first impression on participants. Classrooms

should not be very small or big but as nearly square as possible. This will bring

people together both physically and psychologically. Also, right amount of space

should be allocated to every participant.

Establishing rapport with participants – There are various ways by which a trainer

can establish good rapport with trainees by:

Greeting participants simple way to ease those initial tense moments

Encouraging informal conversation

Remembering their first name






Pairing up the learners and have them familiarized with one another

Listening carefully to trainees’ comments and opinions

Telling the learners by what name the trainer wants to be addressed

Getting to class before the arrival of learners

Starting the class promptly at the scheduled time

Using familiar examples

Varying his instructional techniques

Using the alternate approach if one seems to bog down

Reviewing the agenda – At the beginning of the training program it is very

important to review the program objective. The trainer must tell the participants the

goal of the program, what is expected out of trainers to do at the end of the

program, and how the program will run. The following information needs to be

included:

Kinds of training activities

Schedule

Setting group norms

Housekeeping arrangements

Flow of the program

Handling problematic situations

TRAINING EVALUATION

The process of examining a training program is called training evaluation. Training

evaluation checks whether training has had the desired effect. Training evaluation

ensures that whether candidates are able to implement their learning in their

respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the objectives

and linking it to learning outcomes.







Research: It helps in ascertaining the relationship between acquired knowledge,

transfer of knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not

effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses

the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned

with the expected outcomes.

Process of Training Evaluation

Before Training: The learner's skills and knowledge are assessed before the training

program. During the start of training, candidates generally perceive it as a waste of

resources because at most of the times candidates are unaware of the objectives and

learning outcomes of the program. Once aware, they are asked to give their

opinions on the methods used and whether those methods confirm to the

candidates preferences and learning style.





During Training: It is the phase at which instruction is started. This phase usually

consist of short tests at regular intervals

After Training: It is the phase when learner’s skills and knowledge are assessed

again to measure the effectiveness of the training. This phase is designed to

determine whether training has had the desired effect at individual department and

organizational levels. There are various evaluation techniques for this phase.

Techniques of Evaluation

the various methods of training evaluation are:





Observation

Questionnaire

Interview

Self diaries

Self recording of specific incidents

BENEFITS OF OUTSOURCING

The prospective benefits of outsourcing training are well recognized. Organizations

go for outsourcing to save training costs, gain access to practical and technical

proficiency, concentrate on core competencies and offer an overall enhanced

training to their employees.

Also, outsourcing allows companies to deliver best training to their employees and

get the clients the best of their abilities. The key to increase in customer turn over is

customer satisfaction. With rapid globalization, increase in competition,

technological innovation, increase in access to information, and improve in

customer services, the customer loyalty programs have become an integral part of

the organizations. Retaining existing customers is now much more important than

acquiring new customers.

There is number of benefits of outsourcing training as it directly linked to the

benefits like:






Some facts

Recommendations from the existing customer is 107% greater than the fresh

customer

Loyal customer spend 33% more than fresh customer

Selling to a prospect requires 6% more than selling to an existing customer

But what if an organization lacks the resources, expertise, and finances, then there is

a need to outsource. Outsourcing is a competent tool that ensures and offers

convincing Return on Investment (ROI). Outsourcing subtracts the risk in setting

up a complicated function that is not a core competency. If outsourced to

competitive and right consultancy then the cost savings could be as high as 50%. In

addition to that, outsourcing leads to customer retention, customer loyalty,

customer satisfaction, and greater efficiencies on the part of employees.

a complete training & development manual - cdi lucknow english speaking lucknow

Education