These methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development.
The behavioral approach measures learning in terms of relatively permanent changes in behavior, unlike the cognitive approach, which insists that even though learning can be inferred from behavior, it is separate from the behavior itself. The behavioral approach suggests that learning has only taken place if the learner displays behavior related to the new learning.
When using the behavioral approach in training, the trainer controls learning by controlling what incentives the trainees are subjected to, and what reinforcements the learner experiences during training. The learner is dependent on the trainer to
provide reinforcement to show the correct responses to incentives. The trainer has almost all control over the content being learned and the training processes being used, while the trainees have little to no control and are generally more passive. Their motivation tends to be a result of external factors, such as competition and rewards, rather than because of a personal wish to learn the material.
When using the behavioral approach in training, it is especially important to provide feedback to the trainees. Without feedback on their behaviors, it is difficult for the trainees to know what behavior to continue and what behavior to stop. The behavioral approach is best used when the training is fact or task oriented.
The behavioral approach to training has many implications for trainers. More time will have to be allotted for providing feedback on the trainees’ work and behaviors to allow them to adjust their behaviors appropriately. This may mean extra time spent in class or training to provide feedback then or the trainer may need to provide feedback on his or her own time.
Some challenges to applying this technique include the trainees’ attention and enthusiasm for the training may be less than desired, and the behavioral approach ignores personal growth and development. Also, there is little or no self-guided learning with this approach, so the trainer would have to take on the role of disciplinarian. Few Behavioral training methods are:
Case Studies try to simulate decision making situation that trainees may find at their work place. It reflects the situations and complex problems faced by managers, staff, HR, CEO, etc. The objective of the case study method is to get trainees to apply known concepts and ideologies and ascertain new ones. The case study method emphasize on approach to see a particular problem rather than a solution. Their solutions are not as important as the understanding of advantages and disadvantages.
A case study is all about how something exists within a real world context that is created by carefully examining an instance. It recounts real life situations that present individuals with a dilemma or uncertain outcome. The case describes the scenario in the context of the events, people and factors that influence it and enables students to identify closely with those involved. When multiple cases are examined then it is called a comparative case study. A case study as a general approach to understanding phenomena can involve many specific methodologies such as interviews and direct observation. The art and science of creating case studies is known as the case method. Thus the case method is a set of specialized research and writing techniques designed to create rigorous case studies. It also refers to ways of teaching with case studies.
Procedure of the Case Study Method
- The trainee is given with some written material, and the some complex situations of a real or imaginary organization.
- The longer case studies provide enough of the information to be examined while the shorter ones require the trainee to explore and conduct research to gather appropriate amount of information.
- The trainee then makes certain judgment and opines about the case by identifying and giving possible solutions to the problem.
- In between trainees are given time to digest the information. If there is enough time left, they are also allowed to collect relevant information that supports their solution.
- Once the individuals reach the solution of a problem, they meet in small groups to discuss the options, solutions generated.
- Then, the trainee meets with the trainer, who further discusses the case. Case Study method focuses on:
- Building decision making skills
- Assessing and developing Knowledge, Skills and Attitudes (KSAs) - Developing communication and interpersonal skills
- Developing management skills
- Developing procedural and strategic knowledge
In-Basket Technique acquaints new or promoted employees with the complexities of their jobs by presenting them with a range of problems they might find in their 'in basket' when they take up the job. It provides trainees with a log of written text or information and requests, such as memos, messages, and
reports, which would be handled by manger, engineer, reporting officer, or administrator.
Procedure of the In-basket Technique
- In this technique, trainee is given some information about the role to be played such as, description, responsibilities, general context about the role. - The trainee is then given the log of materials that make up the in-basket and
asked to respond to materials within a particular time period.
- After all the trainees complete in-basket, a discussion with the trainer takes place.
- In this discussion the trainee describes the justification for the decisions. - The trainer then provides feedback, reinforcing decisions made suitably or
encouraging the trainee to increase alternatives for those made unsuitably. A variation on the technique is to run multiple, simultaneous in baskets in which each trainee receives a different but organized set of information. It is important that trainees must communicate with each other to accumulate the entire information required to make a suitable decision.
This technique focuses on:
- Building decision making skills
- Assess and develops Knowledge, Skills and Attitudes (KSAs) - Develops of communication and interpersonal skills
- Develops procedural knowledge - Develops strategic knowledge