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Peer Training

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Published in: Education, Business

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Transcript

  • 1. Peer Training
  • 2. What’s Driving Peer Training?
    • technology demands
    • budget constraints
    • rapid change
    • certification requirements
    • increased need for quality in products and services
  • 3. OJT vs. Peer Training
  • 4. OJT vs. Peer Training
    • Typical OJT
    • Peer Training
  • 5. OJT vs. Peer Training
    • Typical OJT
      • anybody can get drafted to train
    • Peer Training
  • 6. OJT vs. Peer Training
    • Typical OJT
      • anybody can get drafted to train
    • Peer Training
      • identified peer trainers
  • 7. OJT vs. Peer Training
    • Typical OJT
      • anybody can get drafted to train
      • different trainers = different approaches
    • Peer Training
      • identified peer trainers
  • 8. OJT vs. Peer Training
    • Typical OJT
      • anybody can get drafted to train
      • different trainers = different approaches
    • Peer Training
      • identified peer trainers
      • all peer trainers use the same approach
  • 9. OJT vs. Peer Training
    • Typical OJT
      • anybody can get drafted to train
      • different trainers = different approaches
      • trainers’ skills vary widely
    • Peer Training
      • identified peer trainers
      • all peer trainers use the same approach
  • 10. OJT vs. Peer Training
    • Typical OJT
      • anybody can get drafted to train
      • different trainers = different approaches
      • trainers’ skills vary widely
    • Peer Training
      • identified peer trainers
      • all peer trainers use the same approach
      • coherent development of trainers’ skills
  • 11. Impact of Inconsistent OJT Negative impact on:
    • job performance
    • productivity
    • quality
    • customer satisfaction
  • 12. Benefits of Peer Training
    • greater control over job performance
    • improved quality
    • employee development
    • pool of qualified trainers
    • ROI
  • 13. The Training Model Knowledge Acquisition Skill Development Job Performance Organizational Impact PRACTICE TRANSFER MOTIVATION SUPPORT
  • 14. 7 Step Training Model
    • 1. Prepare
    • 2. Make effective contact
    • 3. Clarify the task
    • 4. Check knowledge and skills
    • 5. Train
    • 6. Evaluate mastery
    • 7. Feedback/next steps
  • 15. Checking Comprehension
    • I know it.
    • I’m explaining it.
    • So, my student must be “getting” it.
  • 16.  
  • 17. Checking Comprehension When to check
    • when you’ve covered a lot of material
    • when you’ve been doing all the talking, showing, or demonstrating, and your student hasn’t been doing much
    • when you’re about to make a transition
    • when your student gets that lost, glazed look - or looks a little anxious
  • 18. Giving Feedback Tips
    • be helpful
    • mix the positive with the negative
    • be specific not vague
    • be descriptive not evaluative
    • follow up feedback to check understanding
  • 19. Using Documentation in Training
    • The Training Checklist
      • Field Trainer/Coach documents activity
      • Student initials when activity is completed
      • Post New Hire follow-up

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