Page 66 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Unit 4: Training Design

4.3 Identification of Alternative Methods of Instructions Notes

After identifying who needs to be trained in what areas, it is essential to determine what
training methodology to use. Today, there are many options managers and business owners can
exercise to train their employees.
Seminars are a popular choice for large-scale training issues like professional standards updates
and customer service issues. The benefits of this type of training methodology are that they are
usually given by an expert or an organisation that has extended knowledge of the area, they
cover all the issues related to the issue in a short period of time, training materials are provided,
and employees enjoy the fact that they get out of work to attend the seminar. The drawbacks of
seminars are based on the time and money that they require. Employees are away from their
jobs for one or more days to attend the seminar so the company must either do without their
services during this time or pay for a temporary replacement. In addition to losing money for
missed work, the company also has to pay for the seminar, travel, lodging, and meals while the
employee is at the seminar. Another drawback to this type of training is that the material is
presented to all employees at the same pace and in the same manner. This methodology does
not take into consideration different learning styles or paces of individual employees, and
therefore some employees may be bored while others may feel overwhelmed by the amount of
material being presented to them in a short period of time.
In order to overcome pacing issues of training materials, programmed instruction can be used
to deliver training materials.

Programmed instruction is basically a hard copy format of training that is delivered either
through: step-by-step booklets, latent ink booklets, or through computer-assisted instruction or
computer-based training. All of these formats allow employees to progress at their own pace,
and to go back over material as many times as needed. The drawback of this type of training
methodology is the costs associated with purchasing training materials for every employee,
especially if the company has a high turnover rate.
Examining case studies is another training methodology that can be used. Employee meetings
can be held in which critical incidents are reviewed and alternative solutions or actions can be
discussed. The advantages of this type of training methodology are that the issues addressed are
specific to the company, and that employees can see the connection between a skill and its result
easier in this situation than they can in a made up example printed in a training booklet. The
main drawback to this methodology is that employees may feel singled out if the case study is
about them. To overcome this, you may need to word the case study in a manner that gives the
employee anonymity and that changes the situation enough so it cannot be attributed to a
specific employee.
Simulation is yet another training methodology that can be utilized. Simulation is basically just
walking an employee through the motions of a skill in a controlled environment until they
master the skill. The benefits of this training methodology are that they train employees to
perform specific skills needed for their job, and simulations help train employees to respond
appropriately to unexpected events in a controlled environment. The drawbacks to simulation
are again based on money. In certain cases where simulating machines are needed, the cost can
be extraordinarily high. Therefore, simulation exercises that utilize these kinds of devises are
often times limited to larger businesses or to companies that are located close to companies that
lend out simulators.
Role-playing is an inexpensive training methodology that most companies can use. In this case
employees act out scenes from their job in which they face challenges and situations that they
normally will come across during the average day.

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