Assume that you're a training director for a major oil company and that you're in charge of making sure all employees know how to respond effectively in case of an oil spill. Exhibit 10.6 lists a number of training methods you could use: films and video, lectures, planned readings, case studies, coaching and mentoring, group discussion, on-the-job training, role-playing. simulations and games, vestibule training and computer-based learning. Which method would you be best?
To choose the best method, you should consider a number of factors, such as the number of people to be trained, the cost of training, and the objectives of the training. For instance,if the training objective is to impart information or knowledge to trainees, then you should use films and videos, lectures, and planned reading. In our example, trainees might read a manual or attend a lecture about how to protect a shoreline to keep in from being affected by the spill.
If developing analytical and problem-solving skills is the objective, then use case studies, coaching and mentoring, and group discussions. In our example, trainees might view documenting how a team handled exposure to hazardous substances, talk with first responders, and discuss what they would do in a similar situation.
If practicing, or changing job behaviors is objective, then use on-the-job training , role-playing, simulations and games, and vestibule training. In our example, trainees might participate in a mock shoreline cleanup to learn what to do in the even oil comes to shore. This simulation could take place on an actual shoreline or on a video-game-like virtual shoreline.
If training is supposed to meet more than one of these objective, then your best choice may be to combine one of the previous methods with computer-based training. CDW (computer discount warehouse) now uses avatar-based training. If you've ever played a video game, you've encountered and avatar, which is a computerized depiction of a person. In CDW's sale course, an avatar describes a situation, such as an unhappy customer whose computer won't connect to the office network. Next, a picture of the customer appears on the screen, accompanied by audio of the customer speaking. Finally, with help from the avatar (just double click if you need it), the employee taking the training decides what to do and then receive feedback from the avatar and another respnse from his customer.
these day, many companies are adopting internet training or "e-learning" E-learning can offer several advantages. Because employees don't need to leave their jobs, travel cots are greatly reduced. Also, because employees can take training modules when it is convenient (i.e. they don't have to fall behind at their jobs to attend week-long training courses), workplace productivity should increase and employee stress should decrease.
there are, however, several disadvantages to e-learning. First, despite its increasing popularity, it's not always the appropriate training method. E-learning can be a good way to impart in formation, but it isn't always as effective for changing job behaviors or developing problem-solving and analytical skills. Second, e-learning requires a significant investment in computers and high-speed Internet connections for all employees. Finally, though e-learning can be faster, many employees find it so boring and unengaging that they may shoose to do their jobs rather than complete e-learning courses when sitting alone at their desks. E-learning may become more interesting, however, as more companies incorporate game-like features as avatars and competition into their e-learning courses.
4.2 Evaluating Training
After selecting a training method and conducting the training, the last step is to evaluate the training. Training can be evaluated in four way:on reactions (how satisfied trainees were with the program), on learning (how much employees improved their knowledge or skills), on behavior (how much employees actually changed their on-the-job behavior because of training), or on results (how much training improved job performance, such as increased or quality, or decreased costs). In general, training provides meaningful benefits most companies if it is done well. For example, a study by the American Society for Training and development shows that a training budget as small as $680 per employees can increase a company's totle return on investment by 6 percent.