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Training methods basically serve two purposes- a means for the learner to learn the specific training content and keep the learner interested and involved in the training so learning is enhanced. To achieve this one has to be cautious in selection of training methods.
- The trainer: Basically all training methods are effective in imparting skill, provided the trainer is capable of using them effectively. Many a time participatory lecture is used by the trainers. This method requires skill in selection of content and its logical presentation, followed by opening the session for the participation of trainees either through problem solving or discussion. Simply choosing and noting down the method in programme schedule may not help.
- Nature of participants: Selection of training method depends on the nature of participants in terms of personal factors like age, literacy and education qualification, nature of job or profession or vocation or occupation, language and dialect etc. In case of employees, it varies based on their designations and objectives of the working organization.
For example: Brain storming session may be more helpful for higher level managers than lower level supervisors. Method demonstration on fertilizer application is suitable for farmers, while interactive CD for Agriculture officers for technical information.
- Objectives of training programme: Any objective of training, addresses three domains- increase in knowledge, or enhancement in skill or change in the attitude. Hence the method has to be chosen based on the objective either as single or in combination.
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Method
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Strength
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Domain
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Lecture
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Presentation of Factual content in a consistent and logical way;
Communication of large volume of information in a short time;
Open discussion on a problem;
Presentation of theory in terms of experience drawn from the examples of good practices;
Coverage of large audience.
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Knowledge
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Discussion
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Participants actively involve in training process, express independent opinions and interest.
Quick feed back
Self learning through listening to each other.
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Attitude Knowledge
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Case studies
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Develop ability to analyze, ask relevant questions, develop decisions and their analysis and defend one's point of view
Improve participant's communication skills
Develop ability to see situation from several different angles and take into consideration various factors that influence the situation;
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Skills Knowledge Attitude
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Role plays
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Reconstruct a problematic situation in action
See the roles of other participants, gain an understanding of their motivations and play through the new models of behaviour;
Develop an ability to analyse the decisions that were made, etc.
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Attitude
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T- group method
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Sharing of experiences on wider topics
Intensive participation and immediate feedback
Self introspection, feedback and openness.
Hidden agenda of participants are removed in a spontaneous process
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Attitude
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Folk media
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Arouse interest for participation
Motivation through entertainment
Identification of self in the situation
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Skills Knowledge Attitude
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Interactive demonstration
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Sharing of experience between the trainer and the trainee throughout the demonstration.
Higher involvement of both trainer and trainees. There is a possibility to judge the change of behaviour of trainees
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Knowledge Skills Attitude
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Field trip
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Observation and experience in natural settings
Real and firsthand experience
Can relate their practical experience with theory
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Knowledge Skills Attitude
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Games, work books, practicals
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Creative thinking and creation of new ideas;
Collection of many ideas over a short period of time.
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Skill
Knowledge
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Audiovisual materials- movies, interactive CDS, slides, etc.
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Bring in entertaining detail into the training process, and stimulate questions
Focus attention of audience
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Knowledge Attitude
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- Subject area: Method for delivery of messages vary based on its nature. If messages are to develop new skills participative demonstration is more effective. Similarly if it is to improvise the existing skill, field trip is ideal as it provides direct experience. Total switch over to new methodology should be through participative lecture, followed by participative demonstration and practical. Case study method is suitable for problem solving.
- Time and material availability: Time refers to preparation time, length of training course and the time of day. Sometimes a situation may arise for conducting of training urgently. In such situations there may not be much time for preparation visual aids or organize field trips or to invite guest speaker. The trainer needs to create similar environment by organizing role plays or screening films. If duration of training course is longer, more time can be devoted for practical exercises. Lecture sessions or best methods for morning sessions and role plays, mock sessions for afternoon. Similarly availability of material to conduct practical, to access electronic devices etc. are also to be considered.
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Participants