Training Delivery:

Tradition Instructional Approaches and

Emerging Technologies
 Instructional Techniques
 What instructional technique works best?
 Choosing Instructional
Techniques
What do you know about the potential trainees?
1. What training do they currently use?
2. What has/hasn’t worked in the past?
3. What instructional methods are preferred?
 Performance Support
Continuum of possible performance support mechanisms
for learning how to use software

Far From Task Near to Task

Classroom Online User Reference Help Online Product

Training Tutorial Guides Manuals Line Help Affordances
 Action Learning
 This is a continuous process of learning and
reflection with the intention of getting something
done
 The Problem must be salient to the learners
 Participants within the small group (set) may all work on
the same problem or different problems.
 The clients may either deal with strategic issues (what to
do), or tactical issues (how to do it).
 The set advisor is normally a colleague or leader.
 The set advisor in turn must be supported by the leaders
and the training department.
 It uses a process which brings people together to find
solutions to problems and, in doing so, develops both the
individuals and the organization.
 Active Learning
(Experimental)
 Case studies
 Games
 Simulations
 In-basket exercise
 Reflections or Introspection
 Surveys
 Role playing
 Fishbowls
 Icebreakers
 Visualization
 Modeling
 Fishbowl

 As an observer, was the discussion favorable or non-

favorable to performance appraisals? What made you
come to this conclusion?
 Besides speaking, what other methods of
communication did you observe to base your decision
on? (tones of voices, body and hand gestures, etc.)
How important are these other methods of
communication as compared to what is being spoken?
 Did you find yourself wanting to infer something by
what was being said or not being said? What harm
could this do?
 How is being an observer in this exercise the same
as being a rater for a performance appraisal?
 When you were in the inner-circle and being
observed, how did it affect your actions?
 What one thing did you learn from this exercise
that you could use the next time you have to give a
performance appraisal?
 Thinking back on your everyday activities at work,
how hard is it to strictly base your decisions on
observable behavior?
 Training Delivery
On-the-Job Training (OJT)
 Most common form of training

 Typically unstructured
 Often used as the control group in training evaluations
 If experimental training not significantly better, OJT is the default
 Caution: OJT may actually prevent optimal performance and could cost organization in other ways (job
satisfaction, turnover, downtime, etc.)
 Training Delivery
Embedded Training – controlled exercises called up and
worked on by trainees operating actual equipment (in
training mode)
 Training Delivery
Apprenticeship Training – Classroom (or textbook) plus OJT shadowing
 Common among skilled trades (plumbers, electricians, carpenters, sorcerers, jedi warriors
 Apprentice shadows an experienced worker for a given time period
 Upon completion, apprentice may be given a test
 Training Delivery
Lecture – Classroom style delivery of training
 Click for bad
example of Audio
Air Force Training

Training Media
Guide

 Audio-Visual (AV) Material – videos, films, slide presentations, used

to present info multiple times
 Training Media
Programmed Instruction – based on work of behaviorists
(e.g., Skinner)
 Ex: Skinner’s teaching machine provides reinforcement for each
correct response – gradually eliminates errors
 Systematically displays information at learner’s own pace
 Learner is tested at end of each unit
 Information presented linearly or hierarchically
 Linear – finish one section go to next in sequence
 Hierarchical or Branching – correct responses lead down one
branch, incorrect responses lead down different branch
 More advanced learner could move thru larger chunks of info
 Training Media Example of CAI

Interactive Multi-Media – computer driven training system using text,

graphics, video, auditory information

 
 Computer-Assisted Instruction (CAI) / Computer-Based Training (CBT)

                                     

           
 Training Media
Interactive Multi-Media - Computer-Assisted Instruction
(CAI), Interactive Courseware (ICW), Computer Based
Training (CBT)
 Trainee interacts directly with computer
 Computer presents instructional material
 Computer engages trainee in question and answer
 Provides immediate feedback/help identify sources of mistakes
 May store trainee progress/performance data
 Can adapt to individual differences in trainees
 May adapt instruction based on analysis of trainee answers
 May be used as tutorial or “drill & practice” (no material presented)
 Tutorial may serve as stand-alone instruction