Training What it is all about!

Why training? Can shorten the time of learning Can reduce the costing Experience is trial and error Can be accidental Bad decisions is also experience Predictability in training

Can shorten the time of learning

Can reduce the costing

Experience is trial and error

Can be accidental

Bad decisions is also experience

Predictability in training

Objectives Match between the man and the job Improve the ASK triangle Make them effective But That is not the goal Organisation should benefit

Match between the man and the job

Improve the ASK triangle

Make them effective

But

That is not the goal

Organisation should benefit

Justification Level of service Quality Better use of resources Saving time, material etc Reduced need for supervision Identification of potential Improved morale

Level of service

Quality

Better use of resources

Saving time, material etc

Reduced need for supervision

Identification of potential

Improved morale

Objectives Induction Updating Assignments Competency Not only from org. point of view Persons should feel for it!

Induction

Updating

Assignments

Competency

Not only from org. point of view

Persons should feel for it!

Need analysis Organisational Personnel Task Equipment Brain storming Problem clinic simulation

Organisational

Personnel

Task

Equipment

Brain storming

Problem clinic

simulation

Need analysis Case studies Complaints Crisis Grievances Reports Rumors suggestions

Case studies

Complaints

Crisis

Grievances

Reports

Rumors

suggestions

Need analysis Managers Diversification, Change Appraisal, consultants Supervisors Appraisal, unit results Workers Recommendations Situations

Managers

Diversification, Change

Appraisal, consultants

Supervisors

Appraisal, unit results

Workers

Recommendations

Situations

Training plan Felt need Tangible results Right trainers Right resources Right time Right methods

Felt need

Tangible results

Right trainers

Right resources

Right time

Right methods

The five laws of learning : Intensity Exercise Effect Primacy and Disuse Use ”signposting”

Intensity

Exercise

Effect

Primacy and

Disuse

Use ”signposting”

Methodology Depends on purpose Information, skill Attitudes are important Level of trainees Cost factor

Depends on purpose

Information, skill

Attitudes are important

Level of trainees

Cost factor

Methodology Participatory Feed back Real life situation learner’s point of view

Participatory

Feed back

Real life situation

learner’s point of view

Methodology Skill Assessment Learning Analysis Practice Application

Skill

Assessment

Learning

Analysis

Practice

Application

Methodology Design brief Training plan Learning units Session plan Execution plan Time and tools Trainees

Design brief

Training plan

Learning units

Session plan

Execution plan

Time and tools

Trainees

Design brief Change the attitude and behavior Focus decision making, problem solving Knowledge updating Tools and techniques Policies

Change the attitude and behavior

Focus decision making, problem solving

Knowledge updating

Tools and techniques

Policies

Planning - before training Identify the change needed Training option Who and what? Minimum plan Design brief Detailed plan Trainee selection

Identify the change needed

Training option

Who and what?

Minimum plan

Design brief

Detailed plan

Trainee selection

Training design Entry behavior Learning event Content Sequence Methods Media Trainer time

Entry behavior

Learning event

Content

Sequence

Methods

Media

Trainer

time

Objectives Knowledge Skill Attitude In learners terms Statement of performance Observable measurable

Knowledge

Skill

Attitude

In learners terms

Statement of performance

Observable

measurable

ASSERTING PROBING DIRECTORS EXPRESSERS THINKERS HARMONISERS F A C T S F EELINGS Pleaser Provider Supporter Analyser Nurture Counselor Organiser Investigator Socialiser Diplomat Persuader Explorer Entertainer Charmer Initiator Dictator

An ideal trainer Enthusiastic Positive in attitude People oriented Persuasive Inquirer – Learner Organised Enjoys the job Communicator Knows the job

Enthusiastic

Positive in attitude

People oriented

Persuasive

Inquirer – Learner

Organised

Enjoys the job

Communicator

Knows the job

Trainer? Be specific Focus attention Last man Discipline Synergy Trainer, learner, mgmt, and? performance

Be specific

Focus attention

Last man

Discipline

Synergy

Trainer, learner, mgmt, and?

performance

Communication Know your trainees Know your teaching point Know your support material Plan the tools Check up Update Make it lively

Know your trainees

Know your teaching point

Know your support material

Plan the tools

Check up

Update

Make it lively

Presentation tools Session plan Tool plan Prepared OHP Multimedia On the spot ( Chalk and Talk or?) Interventions Questionaires

Session plan

Tool plan

Prepared

OHP

Multimedia

On the spot ( Chalk and Talk or?)

Interventions

Questionaires

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

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!! Personal Professional Human relations Demonstrable effect? Expectation vs. achievement Right method? Right cost?

Desired change? Exit Behavior!!

Personal

Professional

Human relations

Demonstrable effect?

Expectation vs. achievement

Right method?

Right cost?

Giving feedback Observation vs. inference Description vs. judgement Timely, appropriate and controlled Limitations Awareness of the effect Discuss the idea Question

Observation vs. inference

Description vs. judgement

Timely, appropriate and controlled

Limitations

Awareness of the effect

Discuss the idea

Question

Continuous monitoring Not a one time affair On the job monitoring Refresher classes Action plans Assessments Another cycle? Of the whole affair!!

Not a one time affair

On the job monitoring

Refresher classes

Action plans

Assessments

Another 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.

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.