UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

uilding leadership, decision-making, goal setting and counseling skills in experienced
trainees.
22. Other Methods of Training: Trainers continue to experiment on new techniques and
construct newer methods of training to achieve desirable impact. The training methods
listed above is by no means exhaustive. Training specialists have also documented the use
of a few other methods than those discussed in this chapter. They are used occasionally for
specialized needs of trainees and are labeled by the phrases such as Conference method,
Encounter groups, Group Therapy, Transactional Analysis, workshops, human process
laboratories, Understudy method, and theatrical methods like street theatre, psychodrama,
play back theatre and story building.
3.6 Design and Evaluation of Training and Development Programs
Training Design: The design of training program would have to be based upon the
assessment of training needs, the training calendar, the availability of trainers, various
logistic arrangements required for different training programs like training halls,
audiovisual aids, accommodation, travel and hospitality for trainees, the time duration for
which the supervisors agreed to free their nominees for undergoing the training programs
and the demographic characteristics of trainees. The purpose of designing any training is
to create within the individual the desire to learn. Hence the selection of trainers should be
based upon their competence in training as well as their suitability to the target groups.
Even the best of training programs would be useful only if the trainees attend them
with willingness and participate with freedom. Programs that the trainees are eager to
attend, and in which they become enthusiastically involved, are those in which they are
encouraged to present and attempt to solve the problem situations in which they have a
direct interest and in whose solutions they have a personal stake. The pedagogy or method
of instruction is to be decided based on the level of education, maturity, time available and
the cost involved. In general, it may be stated that experiential and participative training
would be more effective than merely information-loaded programs. Rotation of training
methods could be carried out in accordance to the span of attention and the stages in the
cycle of learning among the trainees.
When large numbers of people remain to be trained at any given time, then training
the trainers who would in turn provide training to an exponentially increasing number of
trainees would be of help. In order to gain acceptance from all stakeholders of training, it
would be appropriate to begin training at a small level and then expand its base based on
the success demonstrated after each program. Since training is just one component of