BSMH3033 TRAINING & DEVELOPMENT

ACADEMIC SESSION 2021/2022 SECOND SEMESTER A212

GROUP D

GROUP ACTIVITY: TASK 1

SUBMITTED TO: DR DARATUL AMBIA CHE MIT

PREPARED BY: GROUP 2

NAME MATRIC NO

SOFIYA NUR IZZAH BINTI ABDUL MANAFF 277816

GEAM WEI XUN 278416

R.KUGEYNES A/P M.RAMESH 278477

FATIN NOR’AFIFAH BINTI MOHD SOBERI 278533

NUR ASMALIANA BINTI ANIZU 278662

 There are a few factors to be considered when selecting the right training methods to
be delivered to the trainees. The first factor to be considered is the cost. The trainers need to
determine how much of the company profit trainers can afford to invest back into the
organization for training purposes. Having the actual numbers will help trainers make
predictions about how this training program will affect company ROI. Moreover, the
expenses of the training program vary based on the chosen training method. Training
methods such as case studies, business games and equipment simulations probably need a
longer and more expensive preparation as these kinds of methods include testing and need
necessary correction or modification immediately. The way training is organized and the
number of participants have an impact on the cost structure of any training programme. So a
well-planned budget will help trainers control training expenses while also ensuring they
have some additional money set aside for unforeseen circumstances.

Next criteria is to identify the training objectives. The training methods will be
selected based on the training objectives and it can be either a single type or combination type
of training method. Training objectives must be created based on improvement of skills,
knowledge and attitudes. Training methods that can satisfy the needs of the training will be
chosen by the trainer as it can meet the training objectives. For example, if the objective of
the training is to train participants to assess certain situations and solve the problematic
situation, the trainer can use role play as the training method. Role play training method is
based on attitude. From role playing, participants can see each other's roles and analyse the
decisions made by each other. By using these methods, participants can understand other
participant’s roles, motivation and behaviours. Hence, this will train participants on what to
do when the same scenario occurs at the workplace.

Besides that, one of the factors is the trainer. The trainer's ability, history in education
and implementation, and personality are the primary aspects that influence the interaction
between him and the learners during a training programme. If they can form a conversation
quickly and effectively, well-chosen training strategies can boost and enhance learning. Yet,
regardless of the training method used, if there is no communication between the trainer and
the trainees, the training process will not meet the learning objectives even if the trainer has
access to a wealth of knowledge about training methods. For example, training directors,
more experienced colleagues, specific and introduce the trainers' programmes, books, and
manuals. It is solely their responsibility to select the most appropriate method for each
circumstance. As a result, the trainer must be able to assess their abilities and use approaches
that will strengthen the impact they want to have on the trainees. For instance, roleplaying
necessitates psychological expertise, extensive experience dealing with various human
problems that may arise during the management process, and the capacity to react rapidly
during talks. If the trainer lacks those qualities and an analytical mind and experience
addressing business challenges, case studies should be used.

Then, the next factor is time and material factors. Every training method practiced
definitely takes time to ensure all the planning can be done smoothly. Each training method
allocates a different amount of time in terms of the time taken to do the preparation because it
varies according to the chosen training method. If the chosen training method is very
complex, it requires a longer preparation period so that all the necessary equipment can be
provided properly. The length of time taken for corrections and modifications is also
important to keep everything in order without involving any problems. However, the length
of time taken should also be appropriate to the training method involved. For example, an
excellent time to use interesting methods that require active involvement is during the day.
The facilities used for training must also be in line with the training methods practiced in
order to achieve the actual purpose.

Then the next factor is the trainees and environment. The training methods must take into
account the trainees' intellectual and educational levels, as well as their age and practical
experience, as well as the social and cultural environment in which they live. For example,
during training programmes for middle management and small business owners, lectures
should be replaced with brief talks that include as many visual aids as possible, as well as
practical examples and condensed case studies. When it comes to experience, the trainer must
distinguish between students who have no or limited management experience and are
learning about management for the first time in school and those who have worked as
managers or specialists in one of the functional departments. In the case of academic
education, the majority of the knowledge is new, making it difficult to draw on previous
experience. Young individuals, on the other hand, have open minds and are often receptive to
new ideas. On the other hand, only material supplementary to that experience will be
incorporated during training programmes for experienced workers. As a result, it's critical
that the trainers draw on the trainees' previous experience. Individuals who know better will
always exist in such groups, and it is rather difficult to modify that attitude and to emphasise
what needs to be learned in order to better fulfil their jobs.