The training method used to be a single four-step process: tell him, show him, observe him, correct him. Industrial training today is too complex to boil down into a simple four-step process, but does start with one essential step: Define the objectives of your training. Objectives should always be spelled out before content and methods can be decided upon. Training objectives should be stated in terms of desirable terminal behavior.
They should state how the participant should perform when he has completed his training. For instance:
As a result of this course, the participant should be able to:
1. Investigate any injury accident to determine five causes, and record the information properly on the accident investigation form.
2. Transmit management’s policies on safety to his employees.
3. Orient each new employee in safety.
4. Make a job safety analysis of each job under him.
Action, not knowledge, is the purpose of training is a philosophy of training that is most important. Training in safety, particularly supervisory training, must be directed not at merely disseminating knowledge but rather at telling participants what management wants done and how to do it. After objectives are defined, content generally comes easy. The last step should be method, which is too often used as a first step.
Today there is tremendous choice in method of instruction. In past years a trainer could lecture or discuss; today he has audiovisual aids of every description —films, slides, filmstrips, TV programs. Furthermore, there exist large numbers of programmed instruction texts, management games, etc.