The following are important off the job training methods:
1.Lecture: The lecture approach conveys specific information- rules, procedures, or methods to the trainees. The application of audiovisuals or demonstration can often make a formal classroom presentation more lively while increasing retention and offering a medium for clarifying more difficult issues. The lecture method suffers from possible lack of feedback and lack of active involvement of he trainees. However, these shortcomings can be removed by reducing the structured lecture format and following direction of a conference leader, 2. Conferences: In this method, the participating individuals ‘confer’ to discuss points of common interest to each other. A conference is fundamental to most participative group-centered methods of management development organized as a formal meeting conducted according to an organized plan, in which the leader attempts to develop knowledge and understanding by obtaining a considerable amount of oral participation of the trainees. It emphasizes on small group discussions, on already determined subject matter, and requires active participation of the members attending. The ideas the conferees contribute build the framework for learning. This method is ideally suited for the purpose of analyzing problems and issues and examining them from different viewpoints. It is an excellent method for the development of conceptual knowledge and for reducing dogmatism and modifying attitudes because the participants develop solutions and reach conclusions, which they willingly accept, 3. Group Discussions: Group discussion is an established method for training. It is conducted in several ways: It may be based on a paper prepared by one or more trainees on a subject selected in consultation with the person in charge of the discussion. It may be a part of a study or related to theoretical studies or practical problems. The participants read their papers followed by a critical discussion. The convener of the seminar concludes the contents of the papers and the discussions which follow their reading. It may be based on the statement by the person in charge of the seminar or on a document prepared by an expert, who is invited to participate in the discussion. The person in charge of the group discussion distributes in advance the material to be analyzed in the form of required readings. The seminar compares the reactions of trainees, encourages discussion, defines the general trends and guides the participants to certain conclusions. Valuable working material may be provided to the trainees by actual files. The trainees may consult the files and bring these to the seminar where they may study in detail the various aspects, ramifications and complexities of a particular job or work or task.
1.Lecture: The lecture approach conveys specific information- rules, procedures, or methods to the trainees. The application of audiovisuals or demonstration can often make a formal classroom presentation more lively while increasing retention and offering a medium for clarifying more difficult issues. The lecture method suffers from possible lack of feedback and lack of active involvement of he trainees. However, these shortcomings can be removed by reducing the structured lecture format and following direction of a conference leader, 2. Conferences: In this method, the participating individuals ‘confer’ to discuss points of common interest to each other. A conference is fundamental to most participative group-centered methods of management development organized as a formal meeting conducted according to an organized plan, in which the leader attempts to develop knowledge and understanding by obtaining a considerable amount of oral participation of the trainees. It emphasizes on small group discussions, on already determined subject matter, and requires active participation of the members attending. The ideas the conferees contribute build the framework for learning. This method is ideally suited for the purpose of analyzing problems and issues and examining them from different viewpoints. It is an excellent method for the development of conceptual knowledge and for reducing dogmatism and modifying attitudes because the participants develop solutions and reach conclusions, which they willingly accept, 3. Group Discussions: Group discussion is an established method for training. It is conducted in several ways: It may be based on a paper prepared by one or more trainees on a subject selected in consultation with the person in charge of the discussion. It may be a part of a study or related to theoretical studies or practical problems. The participants read their papers followed by a critical discussion. The convener of the seminar concludes the contents of the papers and the discussions which follow their reading. It may be based on the statement by the person in charge of the seminar or on a document prepared by an expert, who is invited to participate in the discussion. The person in charge of the group discussion distributes in advance the material to be analyzed in the form of required readings. The seminar compares the reactions of trainees, encourages discussion, defines the general trends and guides the participants to certain conclusions. Valuable working material may be provided to the trainees by actual files. The trainees may consult the files and bring these to the seminar where they may study in detail the various aspects, ramifications and complexities of a particular job or work or task.
No comments:
Post a Comment