TRAINERS TOOLKIT

ASSIGNMENT 1

SUBMITTED TO

MR. SURESH

SUBMITTED BY

PETHE SARANG SUNIL

ECU ID. 10189157

CAMPUS
BMA, BANGALORE
TABLE OF
CONTENT
SR. NO TITLE
1. INTRODUCTION
2. TRAINING CONSIDERATIONS
a) When training could be used?
b) Factors to be considered while using.
3. ADVANTAGES & DISADVANTAGES
4. HINTS TO USE THIS METHOD
EFFECTIVELY
5. STEP BY STEP METHOD
6. OTHER CONSIDERATION & ALTERNATIVES
7. REFERENCES.
INTRODUCTION
In-basket training also called as in-tray training is a psychological testing and training method. It
is simulated method used to enhance the problem solving and decision making skills of the
trainees. In this type of training method the knowledge, skills and attitude of the trainees is being
tested. The in-basket training method consists of fifteen to twenty items which has to be acted
upon under specified time limit. Generally there are twenty items which are interrelated upon
which the action has to be taken in an hour. The complete in-basket is then distributed among the
group of trainees, each member has to analyze it and take actions. The trainees are required to
justify their actions. This method gives the real life situation and is similar to a role play. The
trainees are asked to assume particular role in a fictitious organization and is asked to work
through a pile of correspondence. There are two popular formats as follows,

 In first format there are 15-20 in-basket items which have to be given priority and acted
upon. This is followed by series of multiple choice questions.
 In the second format there are 15-20 in-basket items as above, however instead of
multiple choice questions, the trainees are interviewed by an assessor. The trainees are
required to justify their decisions made.

This method is a popular training method and can be used at managerial grade and top
management. However at the top management level the complexity increases. The in-tray
exercise becomes longer and the intensity of the items increases.
TRAINING CONSIDERATIONS

WHEN TRAINING COULD BE USED?

The in-basket training can be used in any of the following circumstances,

 To check the management style of the candidate and match them against suitable job
position for internal recruitment.
 When there is internal recruitment to be done for a top management level position.
 To simulate the job responsibilities so the new employees become comfortable with their
job post.
 To check the knowledge, skills and attitude of the employees.
 To impart time management skills, improve decision making and inculcate analytical
skills.

FACTORS TO BE CONSIDERED WHILE USING?

The factors to be considered while imparting this training is as follows,

 The age profile and attitude of the employees.

 The job position for which the training is given. The training at top level is more
intense.
 The time and cost factor should be considered.
 The purpose of training.
ADVANTAGE & DISADVANTAGE
The advantages of this training program is as follows,

 This method provides the trainees with high precision materials which correctly simulates
the real work environment. The experience gained here can help the candidate while
solving real work life problems.
 This is an inexpensive tool of imparting knowledge and it is a high impact learning tool.
 This is a flexible training method which can be used for different functions. It can be
used as a training tool or can be used during recruitment and selection process.
 As the evaluation is done on an individual basis there is no problem of self consciousness
arising among the trainees. In other training tools like role plays this problem can arise.

The basic limitations of this training method is as follows,

 The total time required in this training program is high. While the individual processing
of in-basket takes about one hour, the analysis phase takes about two to three hours.
 The trainers need a lot of time and data to prepare and produce letters, memos, etc. to
give them an authentic look. A huge data is needed to be assembled and integrated to
create an in-basket. The work becomes difficult when separate in-basket has to be given
to the individual trainee.
 The facilitators need to skilled and comfortable with working in groups. They should
have creativity, logical thinking and management knowledge to develop an interesting
and effective in-basket. Not all the trainers can meet all the facets of this qualification.
HINTS TO USE THIS METHOD EFFECTIVELY
 Ensure that you give different set of in-basket to all the candidates. Avoid duplication.
 Prepare material which exactly simulates the real work conditions, problems and
responsibilities.
 Prepare a benchmark before assessment.
 Note the response of the candidates to criticism and the manner in which they justify their
choices.
 Be clear while delivering the training and make the in-basket interesting to the trainees.
STEP BY STEP METHOD APPROACH
The trainers need to follow the following steps for delivering the in-basket training method.

Step 1:

This training method simulates the real life work environment. So the first step is to identify the
job tasks and competencies required. The trainer should then gather material pertaining to the
particular jobs like letters, memos, email, phone logs, etc.

Step 2:

After the material is gathered, the trainer should conduct interview with the job incumbent. The
information should be gathered pertaining to the work done on particular day, the
communication means like emails, phone calls, memos, etc. The emphasis should be on
gathering the critical incidents which took place, the actions taken and the outcomes.

Step 3:

Once the material is gathered, the trainer should then work on establishing a scenario. The
scenario should build on the job position, responsibilities and roles of candidates, the
organizational framework and critical issues.

Step 4:

The next task is to develop a pool of documents. This is critical task for the trainer as different
sets of in-basket materials have to be developed. The documents should include a mix of emails,
memos, phone calls, notes, etc. A pool of documents should be developed.

Step 5:

The documents prepared then must be reviewed by person currently working on that post. The
material should be checked for technical accuracy, critical incidents, job relatedness and realism
of the task.

Step 6:
Once the documents are reviewed, a performance benchmark should be created. Then depending
upon the delivery method multiple choice questions or interview questions should be developed.

Step 7:

The final step is to proofread the document. The trainers can then use the material for training
purpose. The next step is to deliver the training program.

Step 8:

Once the training is delivered. The candidates should be evaluated on the basis of the answers
given. The trainer should look how the trainees justify their answers which help in understanding
their analytical thinking level, logical reasoning, decision making abilities, etc. The final
feedback should be given to the candidates.
OTHER CONSIDERATIONS LIKE TIME, COST, LEARNERS
The cost involved in this training method is fairly low however the time involved is very high.
Consider that there are twenty trainees and four hours are required for each individual, thus
eighty man hours are lost. The training should be therefore effective which make up the loss of
these precious man hours. The training method should consider the level in the organization
where the training is needed to be delivered.

ALTERNATIVES TO THIS METHOD

The various alternatives to this type of training is as follows,

 Role plays.
 Group discussions.
 On the job training.
 Coaching.
 Mentoring.
 Case studies.
 Business games.
REFERENCES
Al-Ajlouni, M., Athamneh, S., & Jaradat, A. (2010). Methods of evaluation: Training techniques.
International Research journal of finance and economics(37), 56-65.

Gilson, T. (1986). A look at the in-basket. Management of Personnel Quarterly, 1(5), 3-7.

Pearson, M., Barnes, J., & Onken, M. (2006). Development of a computerized In-basket
excercise for the classroom: A sales management example. Journal of marketing
education, 28(3), 227-236.

Noe, R.A. (2008). Employee Training and Development. (4th Edn.) McGraw-Hill Irwin: USA    

Sahu, R. (2005). Training for development all you need to know (1 ed.). New Delhi: Excel
Books.

ALSO VISIT
 IN-BASKET TECHNIQUE
 DESIGNING IN-BASKET