Training

What it is all about!

Why training?

Can shorten the time of learningCan reduce the costingExperience is trial and errorCan be accidentalBad decisions is also experiencePredictability in training

Objectives

Match between the man and the jobImprove the ASK triangleMake them effective

ButThat is not the goalOrganisation should benefit

Justification

Level of serviceQualityBetter use of resourcesSaving time, material etcReduced need for supervisionIdentification of potentialImproved morale

Objectives

InductionUpdatingAssignmentsCompetency

Not only from org. point of viewPersons should feel for it!

Need analysis

OrganisationalPersonnelTaskEquipmentBrain stormingProblem clinicsimulation

Need analysis

Case studiesComplaintsCrisisGrievancesReportsRumorssuggestions

Need analysis

Managers Diversification, ChangeAppraisal, consultants

Supervisors Appraisal, unit results

WorkersRecommendations Situations

Training plan

Felt needTangible resultsRight trainersRight resourcesRight timeRight methods

The five laws of learning:

IntensityExerciseEffectPrimacy andDisuse

Use ”signposting”

Methodology

Depends on purposeInformation, skillAttitudes are importantLevel of traineesCost factor

Methodology

ParticipatoryFeed backReal life situation

learner’s point of view

Methodology

SkillAssessment LearningAnalysisPracticeApplication

Methodology

Design briefTraining planLearning unitsSession planExecution planTime and toolsTrainees

Design brief

Change the attitude and behaviorFocus decision making, problem solvingKnowledge updatingTools and techniquesPolicies

Planning - before training

Identify the change neededTraining optionWho and what?Minimum planDesign briefDetailed planTrainee selection

Training design

Entry behaviorLearning event

ContentSequenceMethodsMediaTrainertime

Objectives

KnowledgeSkillAttitude

In learners termsStatement of performanceObservablemeasurable

Dictator Initiator Charmer Entertainer

Explorer Persuader

Diplomat Socialiser

Investigator

Organiser

Counselor

Nurture

Analyser Supporter

Provider Pleaser

ASSERTING

PROBING

DIRECTORS EXPRESSERS

THINKERS HARMONISERS

FACTS

FEELINGS

An ideal trainer

EnthusiasticPositive in attitudePeople orientedPersuasiveInquirer – LearnerOrganisedEnjoys the jobCommunicatorKnows the job

Trainer?

Be specificFocus attentionLast manDisciplineSynergy

Trainer, learner, mgmt, and?

performance

Communication

Know your traineesKnow your teaching pointKnow your support materialPlan the toolsCheck up UpdateMake it lively

Presentation tools

Session planTool plan

PreparedOHPMultimedia

On the spot ( Chalk and Talk or?)InterventionsQuestionaires

Dealing with questions /problem participants

Open, closed or reflexive questions: what they mean and how to respond to them. How to deal with the most challenging personality types

Evaluation

Desired change? Exit Behavior!!PersonalProfessionalHuman relations

Demonstrable effect?Expectation vs. achievement

Right method?Right cost?

Giving feedback

Observation vs. inferenceDescription vs. judgementTimely, appropriate and controlledLimitationsAwareness of the effectDiscuss the ideaQuestion

Continuous monitoring

Not a one time affairOn the job monitoringRefresher classesAction plansAssessmentsAnother cycle?

Of the whole affair!!

Action plan

Identify the areas in which your company needs training.Work out the various needs for the training.Prepare a brief for the programme.Identify the trainers.Put up a session plan.