Modelling employee training is also know as BMT. BMT (behaviour modelling training) is a popular training tool for influencing workplace behaviour. The following are the main components of BMT:
Specific actions are described by trainers.
They demonstrate how to use them to trainees.
Trainers schedule practise sessions.
They provide feedback and encouragement to trainees.
Though BMT helped trainees learn new knowledge and skills in most research trials, there were notable variances between studies that we will discuss below. This type of training can assist employees in changing their work habits and increasing their productivity. BMT, on the other hand, had a smaller effect on job behaviour and performance than it did on knowledge and skill development. Given how many other factors influence our behaviour and our ability to succeed at work, it's not unexpected that BMT has a minor impact on our actions and outcomes.
What themes has BMT worked for now that we know it can work? When it comes to technical skills, behaviour modelling works better than social skills, so keep that in mind when creating your next tech-related training. Because social skills may be more complex and varied depending on the situation, trainees may require further on-the-job training to develop new social skills and habits.
Managerial training based on behaviour modelling helped increase abilities, but BMT had a tougher time changing the behaviour of their supervisors. With cooperation training, BMT trainees showed more behaviour change, indicating that BMT can change job behaviours for teamwork more easily than for management.
The following design elements can help you get the most out of BMT.
Some design characteristics may help BMT be more effective in terms of learning new skills and altering employee behaviour. You can boost trainees' chances of learning new skills by:
Assign rule codes to the points to be learned by the trainees: The phrase "what to do and why" is referred to as a rule code. "Listen and respond with empathy to lessen defensiveness," for example, may be a rule code for interpersonal skills. Short explanations of the behaviour, such as "listen empathetically," are preferable.
Encourage learners to practise the new skills in their heads before putting them into action: Trainees can also benefit from mental practise, or visualising the behaviour in their heads.
Additional practise time: Developing new habits takes time, so include more practise time in your training to provide feedback and encouragement.