nird training techniques
Post on 19-Sep-2014
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ParticipatoryTraining Techniques
Dr. R. Prakash ProfessorKerala Agricultural UniversityCollege of Agriculture,[email protected](M)9446331825
“Genius without education is like silver in the mine.”
Benjamin Franklin
What is training?
• Acquisition or development of knowledge, skills, techniques, attitudes and experiences which enable an individual to perform better.
• To prepare an individual to carry out his present job satisfactorily or to preparer him for greater responsibility.
Characteristics of Adult Learners• Prior knowledge & experience• Self-directed learners• Critical thinkers• Experiential learners
Learning is a change of behavior occurring from the process of internalizing knowledge, skills, or attitudes.
Motivation: What’s In It For Me
• Job requirement • Personal interest in subject• Professional enrichment• Advancement potential
Trainer’s Tips
• Plan, Prepare & Practice• Know your audience (experience level, comfort level, #
of attendees)• Involve learners (partner & team activities)• Encourage comprehension over content• Relate instruction to participant’s job needs• Solicit feedback during class & final evaluation• Training is a process not an event that has measures &
can be improved
Trainer’s Tips Cont.• Checklist, include materials needed (handouts, staff
resources, supplies, equipment, cars, etc.)• Get enough sleep & watch what you eat• Realize your limitations• Have reliable directions• Learn from others• Use good visuals• Use time wisely & according to agenda
Communication
• Establish session objectives• Be heard and understood• Ensure movement• Show enthusiasm• Create rapport• Prepare for questions
Trainer’s Cardinal Rules• Know Yourself
• Know the Audience
• Know the Subject
• Know the Environment
Training Techniques
• Qualities of Instructors
– Patience– Respect– Appearance– Empathy
Training Techniques
• Qualities of Instructors (con’t.)
– Leadership– Enthusiasm– Preparation (materials, facility, scheduling)– Knowledge and experience
Synergy -- Generating “Critical Mass”
• Increasing the level of interest & involvement within the class -- a synergistic effect.
• Critical mass - the yield is greater than the investment.
Performance-based Credibility
• People accept information more readily... when it’s well presented.
The ATTENTION Factor• It’s much easier to “tune in”…
become involved… and learn with a cohesive, interesting presentation.
The Adult Learner• Relies on prior knowledge &
experience• Underestimates own ability to
learn• Makes immediate application
of learning• Pursues accuracy rather than
speed
How Adults Learn• 10-20% of
what they HEAR
20-30% of what they SEE 90% of
what they DO
Adult Learning:Impact on Training
• Fit material to frame of reference
• Older attendees may not see as well
• Ability to hear clearly may diminish with age
Six Ps of Preparation•Prepare the Environment•Program Flexibility•Proactive Readiness•Preparation Time•Platform Skills•Practice, Practice, Practice
Expect the Unexpected• Murphy’s Law
Rules
• Make the unexpected a friend
Keep Your Options Open
• Be prepared to, and capable of presenting the material utilizing minimal technology!
Putting Variety in Your Tool Box
Use various training techniques
to add INTEREST to your
presentation
Selection of Technique
• Cognitive and behavioral methods/techniques
• Depends on– Objectives of Training– Needs Assessment
• Organization, Task and Person Analysis• Resources
CHOICE OF TRAINING TECHNIQUES-FACTORS
• HUMAN FACTORS Trainer Participants Enviornment
OBJECTIVES
• Knowledge
• Skills
• Attitudes
TIME AND MATERIAL FACTORS
• Time
• Finance
• Facilities
LECTURE
A talk given without much, if any, participation in the form of questions or discussion on the part of the trainee
Traditional Techniques: Lecture• Variations
– Standard– Team Teaching– Guest speakers and Panels– Trainee Presentations
• Advantages– Low cost, accepted, useful for large groups
• Disadvantages– not sensitive to individual differences– One way communication; no feedback
• Use: Goal is knowledge, use with other techniques
TALK
A talk incorporating a variety of techniques, and allowing for participation by the trainees
DISCUSSION
Knowledge ,ideas and opinions on aparticular subject are freely exchanged among the trainees and the trainer
Managerial/Interpersonal Skills
• Case Studies• Business Games• Role Plays
– meaningful activity; simulates real life; trainee takes seriously– Debriefing/processing criticalBrainstorming
• Laboratory Training (“T” or sensitivity groups)– “here and now”, feelings, disclosure, communication and feedback– increases personal growth; understanding of self and others– Voluntary; screening of participants, trained facilitators
ROLE PLAY
Trainees are asked to enact, in the training situation, the role they will be called upon to play in their job of work
Role Playing is a training technique in which participants assume an identity other than their own to cope with the real or hypothetical problems in human relations And other areas
BRAINSTORMING
• A specialized form of discussion.• It is commonly used in real problem solving
situations• Its most frequent use is to teach learners to
suspend judgment until a maximum number of ideas have been generated.
• To train people to listen positively to the ideas of others
CASE STUDY
A history of some event or set of circumstances, with the relevant details, is examined by the trainees. Case studies fall into two broad categories
a) Those in which the trainees diagnose the causes of a particular problem
b) Those in which the trainees set out to solve a particular problem
EXERCISES
Trainers are asked to undertake a particular task, leading to a required required result, following lines laid down by the trainers
APPLICATION PROJECT
Similar to an exercise but giving the trainee much greater opportunity for the display of initiative and creative ideas.
IN-BASKET(IN TRAY)
• Trainees are given a series of files, papers and letters similar to those they will be required to deal with at the lace of work.
Trainees take action on each peace of work.
Business games
Trainees are presented with information about a company. They are given different management roles to perform. These groups then run the company.
SENSITIVITY TRAINING(GROUP DYNAMICS)
Trainees are put into situations in which the behaviour of each individual in the group is subject to examination and comment by other trainees
Summary of Instructional Techniques
• Trainers have access to a variety of different techniques• Each technique has strengths and weaknesses• Selection depends on
– Trainee aptitude and needs– objectives of training– availability and cost
• Where possible, use a combination of techniques.
Make Learning “ACTIVE”
• of what they READ• of what they HEAR• of what they SEE• of what they SEE & HEAR• of what THEY SAY• of what they DO
10%20%30%50%70%90%
People remember ...
Creating the ClimateFactors…
• Physical
• Emotional
• Intellectual
Establishing a Rapport• Greet participants• Encourage
communication• Non-attribution of
comments • Ice-breaker
Create a “Shared Experience”
» Introduce yourself
• Self-introductions • Generate mutual
recognition and a sense of “group”
• Talk “with”not “to”• trainees
Capitalize on the Situation
• Be receptive…• Allow sharing of
experience• Recognize diversity• Encourage mutual
respect, openness & collaboration
Direct Traffic• Facilitate Flow
of Information• Job is to
“orchestrate”• Find the
Balance
Non-Verbal Presentation Techniques
• Make eye contact • Use your voice effectively• Use appropriate motion
and gestures
Conclusion of training
– Answer questions– Administer test(s) (if needed)– Summarize the material covered– End training
• Conclude training• Answer additional questions• Announce start time/location of next class (as appropriate)
In Conclusion...• Prepare
• Vary techniques
• RELAX
• HAVE FUN