Behavior modeling

A training technique in which trainees are first shown good management techniques in a film are asked to play roles in a simulated situation, and are then given feedback and praise by their supervisor.

Behavior modeling involves (1) showing trainees the right or model way of doing something (2) letting trainees practice that way, and then (3) giving feedback on the trainees’ performance. Behavior modeling training is one of the most widely used, well researched and highly regarded psychological based training interventions. The basics procedure is as follows:

1. Modeling: First, trainees watch live or video examples that show models behaving effectively in a problem situation. The video might show a supervisor effectively disciplining a subordinate, if teaching how to discipline is the aim of the training program.
2. Role playing: Next, the trainees are given roles to play in a simulated situation; here they practice and rehearse the effective demonstrated by the models.
3. Social reinforcements: The trainer provides reinforcement in the forms of praise and constructive feedback based on how the trainee performs in the role playing situation.
4. Transfer of training: Finally, trainees are encouraged to apply their new skills when they are back on their jobs.

Firms don’t use behavior modeling just for teaching supervisory type skills. For example, by one estimate, firms spend more of their training dollars on behavioral computer skills, training than they do no sales training, supervisory training or communication training. Studies suggest that behavioral modeling results in significant improvements in knowledge and skill learning but it is on actual job behavior is less clear.

In house development center: A company based method for exposing prospective managers to realistic exercises to develop improved management skills.

Corporate Universities: Many firms, particularly larger ones, establish in house development centers (often called corporate universities). GE, McDonalds, and IBM are just a few examples. In–house development centers typically offer a catalogue of courses and special programs aimed at supporting the employers’ management development need. They typically do not produce all (or most) of their own training and development programs, although some do. In fact, employers are increasingly collaborating with academic institutions, training and development program providers program providers and Web based educational portals to create packages of programs and materials appropriate to their employees’ needs.

For many firms, learning portals are becoming their virtual corporate universities. While firms such as GE have long had their own bricks and mortar corporate universities, learning portals let even smaller forms have corporate universities. Bain & Company, management consulting firm, has such a Web based virtual university for its employees. It provides a means not only for conveniently coordinating all the company’s training efforts , but also for delivering web based modules that cover topics from strategic management to mentoring.

Many Indian firms have also set up in house development centers along the lines of corporate universities. Indian public sector units (PSUs) had established dedicated training institutions with a separate campus and trainers for training their employees. SAIL, Hindustan Aeronautics Limited (HAL), Bharat Heavy Electricals Ltd (BHEL). Public Sector Units (PSU) banks and insurance companies are examples of such organizations. Recent examples include the Infosys academy in Mysore, the Apollo Laureate Academy of Apollo Tyres Ltd., Satyam Learning Center (SLC) established by Satyam Computers, the Indian Oil Institute of Petroleum Management of IOCL, and the Tata Management training Center (TMTC) constituted for the Tata group. They function with a group of dedicated trainers and also source eternal expertise from outside including universities, specialists, and research labs. Motif Inc., the BPO company based at Ahmedabad and Manila set up Motif University to encourage continuous skill up-gradation of employees, both in technical and soft skill areas.

Groups of industries or industrial associations have sponsored learning centers to cater to the industry’s learning requirements. The National Institute of bank management (NIBM) at Pune has been founded by the banking industry to function as the apex level training center for banking in India. Similarly, the National Insurance Academy (NIA) established by the insurance industry. The National Institute of Construction Management and Research (NICMR) was found by the construction industry and the Ahmedabad Textile Research Association (ATIRA) by the textile industry.