UNIT III TRAINING AND EXECUTIVE
DEVELOPMENT
Types of training and Executive development methods –
purpose – benefits.
Types of training and Executive development
Techniques or Methods of Executive Development
ON THE JOB METHODS
I. Coaching
II. Job Rotation
III. Under Study
IV. Junior Board
V. Committee Assignments
VI. Special projects
OFF THE JOB METHODS
I. Lectures
II. Conference
III. Readings
IV. Role playing
V. Case Study
VI. Counselling
VII. Simulation
VIII. In basket training
IX. Business games
X. T group or Sensitivity 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.
1.Cognitive Methods
Cognitive methods are more of giving theoretical training to the trainees. It
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.
1.1 Lectures : 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. 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
1.2 Demonstration: 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. 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 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 met
1.3 Discussions: 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.
1.4 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:
• Provides instructional consistency
• Reduces trainee learning time
• Training and Development Increases access to training
• Affords privacy of learning
• Allows learning at individual pace
• Allows the trainee to master the learning
• Reduces the cost of training
1.5 Virtual Reality : 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
2.Behavioral Methods
Behavioral methods are more of giving practical training to the trainees.
The various methods that come under Behavioral Approach are:
2.1 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
2.2 Behaviour Modeling: Behaviour 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 Behaviour
Modeling Technique .In this method, some kind of process or behaviour 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
behaviour through role plays or other kind of simulation techniques. The
trainee first Step in Human Resource Management observes the behaviour
modeled in the video and then reproduces the behaviour on the job.
2.3 Business Games: 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 sub unit 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 favour of the
company.
2.4 Case Studies: 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 emphasis on approach to see a
particular problem rather than a solution. Their solutions are not as important
as the understanding of advantages and disadvantages.
2.5 Role Plays : 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 behaviour and its impact on others
Objectives/goals/purpos of training and Development:
1. Improved quality of work: Training focuses on specific areas and
improves employee skills. It enables employees to improve their quality of
work.
2. Enhance employee growth: Employees who undergo training become
better at their job. They enables them to get promoted and grow in their career.
3. Prevents obsolescence: Training imparts knowledge on latest skills and
techniques. The employee becomes upto date with the latest technology and
trends. Thus it prevents obsolescence of employee skills.
4. Assisting new comers: Training programmes help new employees to
known the methods of working, new technology, the work culture of the
company etc., they become productivity in a short span and can start
performing quality.
5. Bridging the gap between planning and implements: Plan state the
targets to be achieved within specific time. Through training the job
knowledge and performance improve. Employers meet their technologies and
enable implementations of plans.
6. Improved Safety: Training programme inform the risk involved Involved
in jobs and safety measures to be adopted. This helps to improve safety in the
work space and avoid accidents.
2.3 Need/Advantage for training and development
1) Optimum utilisation of human resources: Training and Development helps
in optimising the utilisation of human resource that further helps the
employee to achieve the organisational goals as well as their individual
goals.
2) Development of human resources: Training and Development helps to
provide an opportunity and broad structure for the development of human
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Training and Development resources’ technical and behavioural skills in an
organisation. It also helps
the employees in attaining personal growth.
3) 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 horisons of human intellect and an overall personality of the
employees.
4) Productivity: Training and Development helps in increasing the productivity
of the employees that helps the organisation further to achieve its long-term
goal.
5) Team spirit: Training and Development helps in inculcating the sense of
team work, team spirit, and inter-team collaborations. It helps in inculcating
the zeal to learn within the employees.
6) Organisation culture: Training and Development helps to develop and
improve the organisational health culture and effectiveness. It helps in
creating the learning culture within the organisation.
7) Organisation climate:Training and Development helps building the positive
perception and feeling about the organisation. The employees get these
feelings from leaders, subordinates, and peers.
8) Quality: Training and Development helps in improving upon the quality of
work and work-life.
9) Healthy work-environment: Training and Development helps in creating
the healthy working environment. It helps to build good employee,
relationship so that individual goals aligns with organisational goal.
10) Health and safety: Training and Development helps in improving the
health
and safety of the organisation thus preventing obsolescence.
11) Morale: Training and Development helps in improving the morale of the
work force.
12) Image: Training and Development helps in creating a better corporate
image.
13) Profitability: Training and Development leads to improved profitability
and more positive attitudes towards profit orientation.
