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Kavipriya
On Job Training
TRAINING METHODS
Lecture
One person (the trainer) does all of the talking. He or she may use handouts, visual aids, question/answer, or posters to support the lecture.
Demonstration
Demonstration is very effective for basic skills training.
The trainer shows trainees how to do something. The trainer may provide an opportunity for trainees to perform the task being demonstrated. Pros: This method emphasizes the trainee involvement. It engages several senses: seeing, hearing, feeling, touching. Cons: It requires a great deal of trainer preparation and planning. There also needs to be an adequate space for the training to take place. If the trainer is not skilled in the task being taught, poor work habits can be learned by the trainee.
Conference
The conference training method is a good problem solving approach. A group considers a specific problem or issue and they work to reach agreement on statements or solutions. Pros: There is a lot of trainee participation. The trainees build consensus and the trainer can use several methods (lecture, panel, seminar) to keep sessions interesting. Cons: It can be difficult to control a group. Opinions generated at the conference may differ from the managers ideas, causing conflict.
Panel
A panel provides several points of view on a topic to seek alternatives to a situation. Panel members may have differing views but they must also have objective concerns for the purpose of the training. Pros: Trainees often find it interesting to hear different points of view. The process invites employees to share their opinions and they are challenged to consider alternatives. Cons: It requires a great deal of preparation. The results of the method can be difficult to evaluate.
Case Studies
Real problems faced by the managers is given to the trainee. Trainee studies the cases to determine problems, analyses causes, develop alternative solutions, select the best one, and implement it. Pros: A case study can present a real-life situation which lets trainees consider what they would do. It can present a wide variety of skills in which applying knowledge is important. Cons: Cases can be difficult to write and time consuming to discuss. The trainer must be creative and very skilled at leading discussions, making points, and keeping trainees on track.
Role Playing
Focuses on emotional (mainly human relations) issues rather than actual ones. The essence of role playing is to create a realistic situation, as in case study, and then have the trainee assume the parts of specific personalities in the situation. Pros: Learning in a classroom situation. The consequences are a better understanding among individuals. Role playing helps promote interpersonal relation. Attitude change is another result of role playing Cons: A lot of time is spent making a single point. Trainers must be skilled and creative in helping the class learn from the situation.
Programmed Instruction
Information is provided to trainee through books or teaching machines. Presenting questions, facts, or problems to the learner. Allowing the person to respond. Providing feedback on the accuracy of his or her answers. If the answers are correct, the learner proceeds to the next block.
Simulations
Activities of an organization may be simulated and the trainee may be asked to make a decision in support to those activities.
The results of those decisions are reported back to the trainee with an explanation of what would have happened had they actually made in the workplace. The trainee learns from this feedback and improves his/her subsequent simulation and workplace decisions
Pros: Training becomes more reality-based, as trainees are actively involved in the learning process. Cons: Simulations are time-consuming. The trainer must be very skilled and make sure that trainees practice the skills correctly.
Projects
Projects require the trainees to do something on the job.
It might involve participation on a team, the creation of a database, or the forming of a new process.
Pros: This is a good training activity for experienced employees. Projects can be chosen which help solve problems or otherwise improve the operation. Trainees get first-hand experience in the topic of the training. Cons: Without proper introduction to the project and its purpose, trainees may think they are doing somebody elses work.
Self-discovery
Trainees discover the competencies on their own using such techniques as guided exercises, books, and research.
Pros:
Trainees able to choose the learning style that works the best for them They are able to move at their own pace and have a great deal of ownership over their learning.
Cons:
Trainees can easily get side-tracked and may move slower than the trainer desires. It is also more difficult to measure the employees progress.
Cons:
It is expensive to develop. Most trainers choosing this option must purchase the training from an outside vendor, making the content less specific to their needs.
On-the-job training
The trainee is placed on the job and the manager/mentor shows the trainee how to do the job. The training should be done according to a structured program that uses task lists, job breakdowns, and performance standards as a lesson plan. Pros:
Training can be made specific to the employee's needs. It is highly practical and reality based. Helps establish important relationships with mentor.
Cons:
Training is not standardized for employees. Chances of learning by doing the job, providing no real training.
Mentoring
Mentors help employees solve problems through training them in skills modeling effective attitudes and behaviors. This system is sometimes known as a buddy system.
Pros:
It can take place before, during, or after a shift. Individual attention and immediate feedback. Gives information regarding the business culture and organizational structure.
Cons:
Training can be interrupted if the mentor moves on. The trainee can pick up bad habits, if mentor not trained.
TRAINING TECHNIQUES
EXPERIENCING
APPLYING
PUBLISHING
GENERALISING
PROCESSING
Familiarization trip Training in new country Training on return Motivation Analysis of organization and communication
Cross cultural competence Knowledge Understanding Organizational and individual adaptations and changes
TRAINING EVALUATION
To assess the amount of learning that has occurred due to a training program, level two evaluations often use tests conducted before training (pre test) and after training (post test).
What to Evaluate
Donald Kirkpatrick developed four level models to assess training effectiveness. According to him, evaluation always begins with level first and should move through other levels in sequence. Reaction Level Learning Level Behaviour Level Result Level There are three possible opportunities to undertake an evaluation:
1. Pre Training Evaluation 2. Context and Input Evaluation improvement and adjustments needed to attain the training objectives. 3. Post Training Evaluation
anticipate the needs of others adjust to each other's actions and to the changing environment shared understanding of how a procedure should happen in order to identify when errors occur and how to correct for these errors.
Team training
Team training can be defined as a method for applying a set of instructional strategies to specific teamwork skills. Team training is the marriage of two important concepts:
team competencies the instructional strategies for teaching those competencies.
Medteam
Medteam consists of a core team as a group of 3 to 10 medical employees who work interdependently during a shift and who had been trained to use specific teamwork behaviors to coordinate their clinical interactions. A core team includes at least one physician and one nurse A separate coordinating team manages several core teams, assigns new patients to the core teams, and provides additional resources as necessary To ensure that team members can easily recognize one another, they wear visible armbands, badges, or colored scrubs that identify them as members of a particular core team
Course Course
Classroom instruction(8 hrs) Introduction module Five learning modules, An integration unit Four-hour practicum (practicing teamwork behaviors and receiving feedback from a trained instructor) Coaching, mentoring, and review sessions are also provided during regular work shifts
Management Curriculum
The program focused on teaching communication skills and back-up behaviors In particular, the emphasis was to teach participants how to use their skills to improve team processes like coordination. The content centered on topics included long-term planning, conducting briefings, and continuously monitoring operations Additional sustaining methods included periodic scripted safety drills; periodic team leader meetings; formal recognition of effective teamwork; and a report on implementation progress to the Air Force Patient Safety office
Lessons learned learned from from initial initial efforts efforts Lessons
Develop one standardized program Develop a scientifically-rooted and evidence-based program Incorporate what we know from the science of learning: engage trainees with interactive learning Focus on sustaining the team behaviors on the job Conduct evaluation at all levels of the Kirkpatrick Hierarchy
TEAMSTEPPS TEAMSTEPPS
TEAMSTEPPS focuses on the core principles of teamwork identified by researchers by teaching specific tools and strategies that can be used to improve teamwork performance in the military medical environment.
learning.
TEAMSTEPPS
THANK YOU