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o smaller pieces
Develop an evaluation package that includes:
evaluation of the trainee
evaluation of the self-directed learning package
OJT Programs: Apprenticeship
Work-study training method with both on-the-job and classroom training
To qualify as a registered apprenticeship program under state or federal regulations:
144 hours of classroom instruction
2000 hours (or one year) of OJT experience
Can be sponsored by companies or unions
Most programs involve skilled trades
Apprenticeship (continued)
Advantages
Earn pay while learning
Effective learning about “why and how”
Full-time employment at completion
Meet company’s specific business training needs
Help attract talented employees
Hands-on Methods: Simulations
Represents a real-life situation

Trainees’ decisions result in outcomes that mirror what would happen if on the job

Used to teach:
production and process skills
management and interpersonal skills
Hand-on Methods: Case Studies
Description about how employees or an organization dealt with a difficult situation

Trainees are required to:
analyze and critique actions taken
indicate the appropriate actions
suggest what might have been done differently

Major assumption is that employees are most likely to recall and use knowledge and skills learned through a process of discovery
Process for Case Development
Identify a story
Gather information
Prepare a story outline
Decide on administrative issues
Prepare case materials
Hand-on Methods: Business Games
Require trainees 留学生论文 to gather information, analyze it, and make decisions

Primarily used for management skill development

Games mimic the competitive nature of business
Hands-on Methods: Role Plays
Trainees act out characters assigned to them
Information regarding the situation is provided to the trainees
Focus on interpersonal responses
Outcomes depend on the emotional (and subjective) reactions of the other trainees
The more meaningful the exercise, the higher the level of participant focus and intensity
Hands-on Methods: Behavior Modeling (1 of 2)
Involves
presenting trainees with a model who demonstrates key behaviors to replicate
providing trainees opportunity to practice the key behaviors
Based on the principles of social learning theory
Emphasize that learning occurs by
observation of behaviors demonstrated by a model
vicarious reinforcement –  occurs when a trainee sees a model being reinforced for using certain behaviors
Hands-on Methods: Behavior Modeling (2 of 2)
More appropriate for learning skills and behaviors than factual information
Effective for teaching interpersonal and computer skills
Behavior Modeling: Training Program Activities (1 of 2)
Introduction
present key behaviors using video
give rationale for skill module
trainees discuss experiences in using skill
Skill Preparation and Development
view model
participate in role plays and practice
receive oral and video feedbackwww.51lunwen.org on performance of key behaviors
Behavior Modeling:Training Program Activities (2 of 2)
Application Planning
set improvement goals
identify situations to use key behaviors
identify on-the-job applications of the key behaviors
Group Building Methods (1 of 3)
Training methods designed to improve team or group effectiveness
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