Factors determining the selection of training methods:
Here’s a brief overview of the factors determining the selection of training methods:
- Training Objectives – The purpose of training (e.g., skill development, knowledge sharing, attitude building) influences the method chosen.
- Nature of Content – Technical skills may need practical/lab training, while concepts may be taught through lectures/discussions.
- Trainee Characteristics – Age, educational background, experience level, and learning style of trainees matter.
- Trainer’s Competence – Methods depend on the trainer’s ability, expertise, and teaching style.
- Resources & Facilities – Availability of time, budget, equipment, and infrastructure.
- Group Size – Large groups may need lectures; small groups can have workshops, role plays, or case studies.
- Time Available – Short duration favors structured lectures/demonstrations; longer programs allow field visits, projects.
- Organizational Policy – Institutional norms and training culture.
- Learning Environment – Physical setting, availability of labs, farms, or field conditions.
- Expected Outcomes – Immediate application (hands-on training) vs. long-term development (seminars, projects).
In short: objectives, trainees, trainers, resources, time, and outcomes are the key deciding factors.
Methods of Training
- Lecture Method
- Definition: A formal verbal presentation of organized information by a single speaker on a pre-assigned subject.
- Features:
- Passive role of audience.
- Normal pace: ~160 words per minute.
- Trainer–Trainee ratio is maximum (large audience possible).
- Discussion after lecture = Forum.
- Handout: Printed sheet given before/after lecture for quick communication.
- Advantages:
- Covers large content in less time.
- Cost-effective for large groups.
- Easy to organize.
- Limitations:
- Limited audience interaction.
- Learners are passive.
- Retention rate is low unless supplemented with discussion/activities.
- Group Discussion
- Definition: Exchange of ideas and thoughts by two or more people on a selected topic.
- Purpose: Encourages critical thinking, communication skills, and multiple perspectives.
- Advantages:
- Promotes active participation.
- Develops analytical and communication skills.
- Limitations:
- May go off-topic.
- Dominance by strong personalities may suppress others.
- Seminar
- Definition: A meeting where a particular subject is discussed in depth, often guided by experts.
- Features:
- Pooling expertise of professionals.
- Logical sequence of discussion.
- One or two plenary sessions.
- More formal than group discussion.
- Advantages:
- In-depth knowledge sharing.
- Interaction with experts.
- Limitations:
- Time-consuming.
- Requires resource persons.
- Workshop
- Definition: A cooperative gathering where participants learn by doing under expert supervision.
- Features:
- Hands-on learning.
- Practical skill application.
- Advantages:
- High participation and retention.
- Skills directly practiced.
- Limitations:
- Needs resources, time, and equipment.
- Smaller groups only.
- Symposium
- Definition: Meeting where participants present short prepared papers on a given topic. Each speaker covers a different phase of the topic.
- Features:
- Each presentation is time-bound.
- Covers different angles of a broad subject.
- Advantages:
- Comprehensive understanding.
- Multiple expert perspectives.
- Limitations:
- Limited audience interaction.
- Risk of repetition or overlap.
- Syndicate Method
- Definition: Small study group (6–8 members) with a chairman and secretary, working on a specific problem and preparing recommendations.
- Advantages:
- Encourages teamwork.
- Develops leadership and problem-solving skills.
- Limitations:
- Time-intensive.
- Requires coordination and commitment.
- Panel Discussion
- Definition: A group of 3–4 experts discuss a topic in front of trainees, usually moderated.
- Advantages:
- Multi-expert insights.
- Interactive and engaging for audience.
- Limitations:
- Limited depth if time is short.
- Risk of conflicting opinions without resolution.
- Colloquium
- Definition: A modified version of panel discussion, where 3–4 resource persons discuss a specific topic.
- Feature: More interactive than panel, allows questions from the audience.
- Advantage: Deep discussion from multiple experts.
- Limitation: Limited number of participants involved directly.
- Brainstorming
- Definition: A creative group problem-solving technique.
- Origin: USA.
- Trainer–Trainee Ratio: Minimum.
- Stages:
- Green Stage: Free flow of ideas without judgment.
- Red Stage: Analysis and selection of best solutions.
- Principles:
- Suspended Judgment – no criticism until the end.
- Free Wheel – all ideas welcome.
- Wild Catch – even crazy ideas are encouraged.
- Cross-fertilization – build on others’ ideas.
- Advantage: Generates multiple solutions, encourages creativity.
- Limitation: Requires skilled facilitation, risk of irrelevant ideas.
- Case Study
- Definition: Presentation of a real/fictional problem situation for participants to analyze, discuss, and decide solutions.
- Purpose: Develops analytical, problem-solving, and decision-making skills.
- Advantage: Realistic learning.
- Limitation: Time-consuming, requires critical thinking ability.
- Buzz Session (Phillips 66 / Huddler System)
- Definition: Large group broken into small sub-groups (usually 6 persons discussing for 6 minutes).
- Feature: Derived from honeybee “buzzing” analogy.
- Advantage: Promotes quick participation, useful for large audiences.
- Limitation: Superficial discussions due to limited time.
- Conference
- Definition: A gathering of representatives from organizations/departments to discuss issues of common interest.
- Output: Recommendations for policy making.
- Advantage: Multi-stakeholder dialogue.
- Limitation: Implementation of recommendations is often delayed.
- Committee
- Definition: A small appointed/elected group assigned to a task that the larger group cannot efficiently perform.
- Advantage: Specialized problem-solving.
- Limitation: Slow decision-making.
14 . Sensitivity Training (T-group / Laboratory Training)
- Definition: Training method to provide insight into one’s behavior and sensitivity toward others.
- Also Known As: Controlled Experience Method, Laboratory Training, T-group, Encounter Group.
- Duration: 5–10 days.
- Objective: Improve interpersonal and behavioral skills.
- Advantage: Improves empathy, teamwork.
- Limitation: May cause discomfort due to personal exposure.
- Simulation Method
- Definition: Learning by imitating a real-life situation where consequences are not real, but the experience feels real.
- Forms:
- Role Playing – Participants act out roles to understand behavior (self-generated data).
- In-Basket Exercise – Transitional stage between theory & practice (decision-making tasks).
- Behavior Simulation Games – Competitive exercises under defined rules.
- Structured Experiences (Pfeiffer & Bailew, 5 Stages):
- Experiencing (Doing)
- Publishing (Sharing reactions)
- Processing (Discussion)
- Generalizing (Relating to real-world)
- Applying (Action planning)
- Examples:
-
- Ring Toss Exercise (Kurt Lewin) → Risk-taking behavior.
- Broken Square (Pfeiffer & Jones) → Collaboration & competition.
- Tower Building (Rosen & D’Andrade) → Achievement motivation.
- Programmed Learning (Programmed Instruction)
- Popularized by: B. F. Skinner.
- Definition: Self-teaching method where trainee goes through a sequence of steps toward predetermined objectives.
- Features:
- Based on behaviorist learning theory.
- Immediate feedback.
- Individualized pace of learning.
- Advantage: Self-paced, error-free learning.
- Limitation: Lack of flexibility and interaction.
