Training strategies & Session planning

Training strategies

Session objective; learn what training strategies is be able to apply the strategies learnt

What is training strategy

the appropriate means to achieving the defined goals and objectives

Strategies

Enhancing Knowledge Learner will understand the

facts/informationtherefore the strategy is to: provide the facts and information in a

way that it will be retained for future use

Developing SkillsLearner will be able to

“do something”

therefore the strategy is to: demonstrate or provide instructions

to practice with feedback to correct mistakes

Strategies

Clarifying AttitudesLearners will adopt new values, perspectivestherefore the strategy is to:provide an opportunity for self analysis through feedback and value clarification exercises

Strategies

Session planning

A logical approach to effective planning;

THE FLOW CHART

• Training Medium

• Major Types

• Elements

• OHP/Powerpoint

• Audio & Video

• Slide Projector

• Flip Chart/White

Boards

• Felt Boards

• Flash Cards

Training Medium

Training MediumMedium available to ensure that the

communication is clear, understandable, and as effective as possible.

Training Medium Benefits

Retention Impact Understanding Attention

Training Medium: Major Types Overhead Projector Audio & Video Slide projector Flip Charts/White Boards Felt boards Flash cards

Training Medium:Elements Graphics: for summarizing information

through drawings, words, symbols, pictures

Tables: for showing categories in sequence

Charts: for summarizing data, explaining process, describing a set of relationships

Posters: for display in public place to attract attention to reinforce ideas, attitudes

Training Medium: OHP/Powerpoint Useful for:

Sub-titles of lecture: with short supporting text

Definitions Graphics Tables

Training Medium: OHP/Powerpoint Things to be noted

font size is large to be seen by those at the back

visuals are in correct sequence & numbered check the equipment in advance read off the glass/screen you are not blocking someone’s view turn it off when not in use electricity is guaranteed; back-up needed

Training Medium: OHP/Powerpoint Rules for making transparencies:

Main Title: Minimum 24 font size Sub-titles: minimum 20 font size Text: minimum 18 font size Lines: not more than seven lines on each

transparency At least 2 different font types

Training Medium: Audio & Video Useful for

individualised learning, distance learning, small group instruction

Pre-recorded speeches of experts

demonstrate real/simulated events demonstrates actions/reactions

Training Medium: Audio & Video Things to note

pre-test the equipment ensure that the cassettes are in starting point ensure that the sound and picture quality is

audible and visible the physical environment is quiet and dark avoid audio and video aids soon after a heavy

meal

Training Medium: Slide Projector Useful for:

to show outside events inside the room photographs of processes scenic photos to change the mood of the

participants to have an impact & emphasise the area under

discussion

Training Medium: Slide Projector Things to note:

pre-test the equipment ensure that slides are in the right order ensure picture quality is visible the physical environment is quiet and dark supplement the visuals with explanations

Training Medium: Flip Charts/White Boards Useful for:

writing the main points or structure of session in advance

writing down the input provided by the participants as it comes

writing important points during the session

Training Medium: Flip Charts/White Boards Things to note:

use large, readable letters; avoid using full capital letters

don’t speak as you write. turn to the audience while speaking

avoid spelling errors ensure that those at the back can read use chiseled tipped markers for thicker, more

visible writing

Training Medium: Felt Boards Useful for:

Cut outs Display of flash cards Display of chart paper Display of outcomes of group work

Training Medium: Felt Boards Things to note:

ensure that the board is placed in view of all participants

ensure that materials on the board are visible to all in the room

ensure that there is sufficient amount of board pins to place the material

Training Medium: Flash Cards Useful for:

writing and placing participants’ input in a few words

writing the main points and placing them on the felt board as you speak

re-categorising ideas put on the cards after a brainstorming session

Training Medium: Flash Cards Things to note:

only one or two words can be written large writing is required avoid using too many cards especially for a

large group colour combination can be used for

categorising

CHOOSING APPROPRIATE TRAINING TECHNIQUES

Knowledge (facts/information)Learner will understand

Training ActivitiesReading, songs, lectures, brainstorming, TV, radio, audio-tapes, video, computer, programmed instruction, debate, panel, interview, galleries-work stations, field trips

CHOOSING APPROPRIATE TRAINING TECHNIQUES

SkillsLearner will be able to do something

Training ActivitiesDemonstration or instructions followed by practice with feedback to correct mistakes; role playing, in -basket exercises, drill, games, coaching, case studies, worksheets, simulations.

AttitudesLearners will Adopt new values, perspectives

Training ActivitiesDiscussion, role play, role-modeling, values clarification exercise, film/video, case study, critical incidents, debate, games, self-analysis, feedback, simulation, field trips

CHOOSING APPROPRIATE TRAINING TECHNIQUES

Monitoring & Evaluating

Training

Why evaluate? corrective measures ideas what works and what does not reinforcement others

EVALUATE, WHAT? SATISFACTION LEARNING APPLICATION PERFORMANCE

Donald Kirkpatricks’ four level model, introduced in 1959

EVALUATING SATISFACTION

We want to know the participants estimation of the professionalism of;

the trainers the quality of materials used the pace of instruction

“assessing the learning environment”

EVALUATING LEARNINGHave the participants acquired the KNOWLEDGE, SKILLS & ATTITUDE that was shared in the course of the training

EVALUATING the “KSA’s”

KNOWLEDGE: Written exams oral exams application in other training

activities

SKILL: observation on the job or in

practical role play case studies with decision-making development of product training design drama

EVALUATING the “KSA’s”

ATTITUDE: Indirectly by observing behaviors interpersonal relations approaches to issues/problems choices of activities

EVALUATING the “KSA’s”

EVALUATING APPLICATION

Whether the participants have the intention to apply their learning

followed up to check the initiatives

EVALUATING PERFORMANCE

Did the training make a measurable difference to the persons performance

POST TRAINING MONITORING Guidance, Coaching and Mentoring

METHODOLOGIES Survey questionnaire Key informant interviews Focus group interviews Observation Informal survey