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Methods of Training
 
 
 
 
 
 
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On The Job Training Methods
 
 
 
 
 
 


Demonstration Training Method

 
This method is a visual display of how something works or how to do something. As an example, trainer shows the trainees how to perform or how to do the tasks of the job. In order to be more effective, demonstration method should be should be accompanied by the discussion or lecture method.

To carry out an effective demonstration, a trainer first prepares the lesson plan by breaking the task to be performed into smaller modules, easily learned parts. Then, the trainer sequentially organizes those modules and prepares an explanation for why that part is required. While performing the demonstration, trainer:

  • Demonstrates the task by describing how to do, while doing
    • Helps the focusing their attention on critical aspects of the task


    • Tells the trainees what you will be doing so they understand what you will be showing them


    • Explains why it should be carried out in that way
    The difference between the lecture method and the demonstration method is the level of involvement of the trainee. In the lecture method, the more the trainee is involved, the more learning will occur.

    The financial costs that occur in the demonstration method are as follows:
    • Cost of training facility for the program


    • Cost of materials that facilitate training


    • Food, travel, lodging for the trainees and the trainers


    • Compensation of time spent in training to trainers and trainees


    • Cost related to creating content, material


    • Cost related to the organization of the training
    After completing the demonstration the trainer provide feedback, both positive and or negative, give the trainee the opportunity to do the task and describe what he is doing and why.








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