Module 6: Training and Development Methods

Cognitive Methods

It is an approach to training methods that focuses on knowledge and attitude development, stimulating learning through their effect on the trainee’s cognitive processes.

Behavioral Methods

It is an approach to raining methods that focuses on the trainee’s behavior in a real or simulated situation, fostering skill development and attitude change.

Lectures and Discussions

This training method is the most common component of training, having every other method utilize this to some extent, and allowing this to be delivered orally, in written form, or through electronic media.

Conduct A Formative Peer Evaluation Audit

During pre-delivery development for a lecture or discussion, organizing content logically involves all of the following steps, EXCEPT:

• Start Lecture With Goal AND How You’ll Get There

• Connect With Previous Learning

• Deliver Content And Connect Each Component With Goal

• End With Review

• Conduct A Formative Peer Evaluation Audit

Administering High-Stakes Summative Assessments Pre-Lecture

Key guidelines for lecture and discussion pre-delivery development include all of the following practices, EXCEPT:

• Gathering Your Content

• Organizing Content Logically

• Including A Variety Of Visual And Auditory Experiences

• Administering High-Stakes Summative Assessments Pre-Lecture

• Finding Ways For Trainees To Participate

Encourage Rote Memorization

Effective lecture enhancements designed to increase engagement and knowledge retention include all of the following, EXCEPT:

• Include Discussion/Facilitation

• Use Visual Aids

• Put Online

• Encourage Rote Memorization

• Involve Note-Taking

• Demo If Possible

Demonstrations

This training method utilizes lectures with a “show how to do” component.

Require trainees to perform the entire sequence without asking questions

In the demonstration process, key steps for effective instructional delivery include all of the following, EXCEPT:

• Break down into logical parts or sequences (have checklist)

• Explain each step and its objective(s)

• Ask for questions after each part

• Review and summarize at end

• Require trainees to perform the entire sequence without asking questions

Asynchronous Reading Modules

Experiential learning methods utilizing simulations and games include all of the following techniques, EXCEPT:

• In Basket

• Case Studies

• Asynchronous Reading Modules

• Equipment Simulations

• Role Playing

• Business Games

• Behavior Modeling

Physical And Psychological Fidelity

In experiential learning, achieving maximum transfer of training relies on identical elements, which is key to establishing what type of fidelity?

• Physical And Psychological Fidelity

• Statistical And Construct Fidelity

• Administrative And Financial Fidelity

• Theoretical And Abstract Fidelity

Experience

In the Experiential Learning Model, what phase involves engaging in a life experience, exercise, or game to activate memory and recall previous knowledge?

Lecturette

In the Experiential Learning Model, what phase focuses on providing information to facilitate retention through coding and organization?

Processing

In the Experiential Learning Model, what phase involves the analysis of experience and information to support retention through coding and organization?

Generalize

In the Experiential Learning Model, what phase connects relevancy to other situations through individual activity and symbolic rehearsal?

Practice

In the Experiential Learning Model, what phase involves "trying it out" through behavioral reproduction?

Equipment

What simulation method utilizes mechanical devices that require trainees to use the same procedures, movements, or decision processes they would use with equipment back on the job?

In-Baskets

What simulation method provides trainees with a packet of written information and requests, such as memos, messages, and reports, that typically would be handled in a given position?

Case Studies

What simulation method provides a description of events, typically from actual situations, that simulates decision-making situations that trainees might encounter in their jobs?

Role Playing

What simulation method involves actual behavior through an enactment of a scenario in which each participant is given a part to act out?

Behavior Modeling

What simulation method involves learning through an "observe then do" framework by watching and then imitating a model that provides an example of the behavior to be learned?

Feedback

In role playing simulations, what component is identified as a critical piece that is usually not done well?

Video

In behavior modeling simulations, what format for presenting the model is noted as being better than live demonstrations?

Business Games

These are simulations that attempt to represent the way an industry, company, or unity of a company functions.

Content

What component of the CPR framework for energizing training exercises requires that the material delivered is excellent and relevant?

Participation

In the CPR model for training exercises and activities, the letter P stands for encouraging which of the following?

Reinforced

In the CPR model for designing energized training exercises, the letter R emphasizes that learning must be:

On-the-Job Training

It refers to the use of a more experienced and skilled employee, whether a coworker or supervisor, to train less skilled or less experienced empoyees.

Administering a final written exam to test foundational knowledge

In Step 1 (Prepare) of the Trainer Process for On the Job Training, key activities include all of the following, EXCEPT:

• Having necessary equipment, materials, and supplies ready

• Breaking down job into important steps and having a checklist

• Administering a final written exam to test foundational knowledge

• Rehearsing yourself and putting the learner at ease

Requiring the trainee to complete the task independently without prior demonstration

In Step 2 (Present/Train) of the Trainer Process for On the Job Training, the trainer should perform all of the following actions, EXCEPT:

• Telling the trainee the objective and steps involved

• Showing (demonstrating) the trainee how to do the task

• Requiring the trainee to complete the task independently without prior demonstration

• Explaining key points and asking for questions if the trainee seems confused

Interrupting the trainee immediately to take over the entire task without offering feedback

In Step 3 (Have trainee Try Out) of the Trainer Process for On the Job Training, effective trainer behaviors include all of the following, EXCEPT:

• Having the trainee talk through and explain steps

• Having the trainee do each step

• Praising for correct work and correcting mistakes until the task is performed correctly

• Interrupting the trainee immediately to take over the entire task without offering feedback

• Praising trainee for completing whole task correctly

Job Instruction Technique (JIT)

What structured approach to on-the-job training uses a behavioral strategy with a focus on skill development across four distinct steps?

Benchmark

The Job Instruction Technique (JIT) consists of four structured sequential steps, EXCEPT:

• Prepare

• Present

• Benchmark

• Try out

• Follow up

Apprenticeship Training

It is a formal type of on-the-job training in which trainees receive training from journeymen and knowledge through classroom instruction.

Coaching

It is the process of providing one-on-one guidance and instruction to improve knowledge, skills, and work performance.

Mentoring

It is a form of coaching in which an ongoing relationship is developed between a senior and a junior employee.

True

The difference between coaching and mentoring is that the former focuses on the technical aspects of the job, while the latter focuses more on improving the employee’s fit within the organization.

True or False

False

The difference between coaching and mentoring is that the former emphasizes attitude development, while the latter focuses more on skill development.

True or False

Audiovisual Aids

It consist of any physical, mechanical, or electronic media used to provide or assist instruction, which are also used as a supplement to other methods of training.

Electronic Training

It is a form of training that is mediated in some respect by a computer or other electronic, information processing device.

Electronic Training

It is sometimes called Computer Based Training (CBT), which is typically delivered through internet, intranet, or storage device (USB, CD, DVD, and so on).

In-Basket Paper Memos

Types of Electronic Training (e-training) include all of the following formats, EXCEPT:

• Programmed Instruction (Base technology for most CBT)

• In-Basket Paper Memos

• Intelligent Tutoring Systems

• Interactive Multimedia

• Virtual Reality

Automatically passing all trainees to the final assessment regardless of retention testing outcomes

Programmed Instruction (PI) incorporates all of the following structural characteristics and instructional rules, EXCEPT:

• Consisting of text, graphics, and multimedia enhancements stored in memory and connected electronically

• Grouping learning material into chunks of closely related information

• Automatically passing all trainees to the final assessment regardless of retention testing outcomes

• Referring trainees back to the original information if the chunk is not retained

• Referring trainees to the next chunk of information if the chunk is retained

Trainees are tested for retention

In Programmed Instruction (PI), after trainees are presented with a "chunk" of closely related information, what immediate action occurs next in the learning process?

• Trainees are tested for retention

• Trainees conduct a live peer-to-peer discussion

• Trainees transition immediately to a physical equipment simulation

• Trainees complete an open-ended utility analysis worksheet

Intelligent Tutoring Systems

It is a sophisticated form of programmed instruction, possessing some of the primary characteristics of a human tutor.

Interactive Multimedia

It integrates the use of text, video, graphics, photos, animation, and sound to produce a complex training environment with which the trainee interacts, which can be delivered through most electronic media that have visual and audio capabilities.

Virtual Reality

It is an advanced form of computer simulation that places trainee in a simulated environment that is “virtually” the same as the physical environment, utilizing both Programmed Instruction (PI) and Intelligent Tutoring Systems (ITS).

Augmented Reality

It is a live direct or indirect view of a physical real-world environment whose elements are supplemented by computer-generated sensory input such as sound, video, graphics, or CPS data.

Learning Management Systems

It is a software that houses an organization’s training content and manages how the trainees interact with content.

Learning Management Systems

The ________ also records the progress of trainees and can perform many, if not all, of the other administrative functions.