Today's business world is faced with a lot of competitive challenges. Banks, like any other business, needs to address the challenges to maintain a positive financial performance. One of the methods used to maintain a positive performance is staff training and development. However, today's challenges need utilization of the most effective and efficient methods of training to reduce the budget set without compromising on the quality of training required by the employees to keep them productive (Noe, 2017). This paper discusses the combination of lecture, self-directed learning and behaviour modelling as effective training methods for BB&T Corporation tellers. It concluded by summarizing the effects of the three methods in terms of; learning outcome, learning environment, transfer of cost and effectiveness.
According to Noe, (2010), BB&T experienced only 30 percent turnover on all their teller performance despite practising on the job training. Clearly, it proves that their on job training was ineffective, necessitating the need to device a new training strategy. The methods arrived in this paper are based on analysis of the skill that needs to be developed by the tellers. As further observed by Noe, (2010, p.259), usage of a combination of teaching methods proves to be more effective as compared to utilization of one method. The tellers training combine lectures, self-directed learning and behaviour modelling.
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Lecture as a training method is chosen to facilitate both self-directed learning and behaviour modelling. On the onset, lectures enable trainers to disseminate a large amount of information using a short time in an organized manner. Tellers at BB&T are better placed to benefit from this teaching method given that they have the same job description. A panel as a mode of lecturing best suits the banking setup where training is easily slotted in morning hours before the start of work. The learning outcome expected are; acquisition of verbal skills, intellectual skills, cognitive strategies and attitude modelling Noe, (2010, p.286). The overall effect is the acquisition of high verbal information. Lecture play a crucial role in both preparing the Tellers for the other two training methods discussed and compliments them in the training process.
Rather than focusing on a specific skill, self-directed learning seeks to develop skills required in all the activities. It enhances teller training flexibility, promote pro-activeness in learning and maximize on today's advanced technology (Noe, 2010, p.286). Tellers of BB&T Corporation requires the provision of learning materials containing interpersonal skills, legal facts, interpersonal skills and information of tools used at work. The learning outcomes are; equipping employees with verbal information, intellectual skills and cognitive strategies. Self-directed learning presents a learning environment with a clear objective and provides high practice. Lastly, it yields high career development.
Behaviour modelling is selected to enhance interpersonal and computer skills. These are among the main skills required for a successful teller (ACE, 1983). Interpersonal skills are utilized in daily activities namely; communication with peer, supervisors and subordinates, maintaining interpersonal relationship and communication with persons outside the organization. Computer skills, on the other hand, enable them to interact with the computer, process information, obtain information and evaluate received information. The learning outcomes achieved are building cognitive strategies and enhanced motor skills. Behavior modelling requires the teller to be provided with a model to imitate and practice Noe, (2010, p.275). Given the high time requirement of the training method, it is effectively incorporated in the periodic meeting, team building activities and dedicated training session. Noe, (2010, p.286), points out that behaviour modelling provides a learning environment with a clear objective, provides learners with practice and finally gives them an opportunity to interact with others. He concluded by stating this training method achieves high effectiveness and maximizes the transfer of the cost of training.
In conclusion, it is evident that combination of the three teaching method is a successful strategy to increase BB&T Corporation overall teller turnover. It is clear that the methods complement each other to achieve all the learning outcomes stated by Noe, (2017) namely; intellectual skills, verbal information, cognitive strategies, motor skills and positive attitude. Secondly, the learning environment presented by the three methods delivers a clear objective, practice, feedback and observation and interaction with others. The overall effect has maximized the transfer of training cost to the tellers and high effectiveness.
References
American Council on Education. (1983). The national guide to educational credit for training programs . Washington, D.C: American Council on Education.
Choudhry, M., Cummins, J., & Plenderleith,Ian, . (2012). The Principles of Banking . Chichester: Wiley.
Noe, R. A. (2017). Employee training and development . New York: McGraw-Hill Higher Education.
Noe, R. A. (2010). Employee Training and Development . New York: McGraw-Hill Higher Education.
