To impart the individual participant an understanding of psychological and teaching factors which have an influence on learning with focus on the cooperation between trainees and instructors, to assess the qualifications required of the individual instructor to impart to his trainees the experience, proficiency and attitudes which are of importance to the trainees' work.
1.1.1. Course Topics
Upon completing this course, trainees will have the skills to:
• Have an understanding of how people learn
• Prepare effectively for training, managing and evaluating training events
• Teach to students with improved skills
• Have practical presentation and communication skills
• Motivate participants and engage their participation during training
1.1.2. Course Aim
To understand and apply the fundamental principles of the teaching-learning process:
• Learning Theory
• Definition of Learning
• Characteristics of Learning
• Principles of Learning
• Levels of Learning
• Learning Physical Skills
• Memory
• Transfer of Learning
• Teaching Preparation
• Teaching Presentation
• Teaching Application
• Teaching review and Evaluation
The base content comes from many sources but all aligned to the ICAO syllabus requirements, and created for an international operational airline.
If you are a startup airline, or looking to align courses with your specific operational standards, please take a look and check out
pghclearningsolutions@gmail.com leave a message and I will contact you where we can discuss your requirements, send you examples and if required, download my editable masters which you can customize to meet your own specific operational training requirements.
2. Introduction
SAMPLE
Addresses the psychological and teaching factors which have an
influence on learning focusing on three key elements of successful
training delivery.
Unit 1 - Fundamental Principles of the Teaching & Learning Process
Unit 2 - Training Preparation & Delivering Training
Unit 3 - Training Standards
3. Course Objectives
SAMPLE
Upon completing this course trainees will have the Knowledge and skills
to:
• Have and understanding of how people learn
• Prepare effectively for training, managing and evaluating training
events
• Teach to students with improved skills
• Have practical presentation and communication skills
• Motivate participants and engage their participation during training
• Understand Training Policy, Procedures and Administration Process
5. SAMPLE
Addresses the psychological and teaching factors which have an
influence on learning with focus on the importance of
cooperation between trainees and instructors, to assess the
qualifications required of the individual instructor to impart to
his trainees the experience, proficiency and attitudes which are
of importance to the trainees' work.
6. Module Objectives
SAMPLE
Fundamental principles of the teaching-learning process:
• Definition of Learning
• The Principles of Learning
• How we Learn
• Characteristics of Adult Learning
• Principles of Adult Learning
• Barriers to Learning
8. SAMPLE
Definition of Learning
Learning - is the act of acquiring new, or modifying and
reinforcing, existing knowledge, behaviours, skills, values
or preferences and may involve synthesizing different types
of information:
• The ability to learn is possessed by humans, animals and
some machines. Progress over time tends to follow learning curves.
• Learning is not compulsory; it is contextual. It does not happen all
at once, but builds upon and is shaped by previous knowledge. To
that end, learning may be viewed as a process, rather than a
collection of factual and procedural knowledge. Learning produces
changes in the organism and the changes produced are relatively
permanent.
9. SAMPLE
Definition of Learning
Good Experience comes from:
Skills
Knowledge
Attitudes
S.K.A. is the Learning behavior
Learning behavior comes from:
• The Transfer of Learning!
SKA
10. SAMPLE
Definition of Learning
“Change in the behavior of the trainee as a result of
experience”
Good Learning comes from good Judgment
Good Judgment comes from good Experience
11. SAMPLE
Learning Theory
• Learning theories are conceptual frameworks describing
how information is absorbed, processed, and retained
during learning.
• Cognitive, emotional, and environmental influences, as
well as prior experience, all play a part in how
understanding, or a world view, is acquired or changed,
and knowledge and skills retained.
12. SAMPLE
Learning Theory
Theories about human learning can be grouped into four
broad "perspectives". These are:
Behaviourism - focus on observable behaviour
Cognitive - learning as purely a mental/ neurological process
Humanistic - emotions and affect play a role in learning
Social - humans learn best in group activities
13. SAMPLE
5 Main Theories of Learning
Behaviorism
Cognitivism
Contructivism
Experimentalism
Social & Contextual
Stimulus Response
Flow of Knowledge
Mental Models
Learning Experiences
Learn from and
with others
1
5
4
3
2
14. SAMPLE
5 Main Theories of Learning
Behaviourism:
Key behaviourist thinkers including Thorndike, Pavlov and
Skinner have hypothesized that learning is a change in
observable behaviour caused by external stimuli in the
environment.
The key principle of behaviourism is the reward or punishment
of a new behaviour, commonly described as the 'carrot and stick'
approach to learning.
1
15. SAMPLE
5 Main Theories of Learning
Cognitivism
Cognitivism replaced Behaviourism as the dominant learning
paradigm in the 1960s and proposes that learning comes from
mental activity such as memory, motivation, thinking and
reflection. Cognitivism focuses on the transmission of
information from someone who knows (such as an 'expert' as
opposed to facilitators) to learners who do not know.
2
16. SAMPLE
5 Main Theories of Learning
Constructivism
From the constructivist perspective, learning is not a stimulus-
response phenomenon as described by Behaviourism, rather it
requires self-regulation and the building of conceptual structures
through reflection and abstraction. The learner takes an active
role in constructing his own understanding rather than receiving
it from someone who knows, learning through observation,
processing and interpretation.
3
17. SAMPLE
5 Main Theories of Learning
Experientialism
One of the key theorists of experiential learning is David
Kolb who developed his experiential model, as opposed to a
purer cognitive which formally recognised that people learn from
experience and described learning as following a cycle of
experiential stages.
4
18. SAMPLE
5 Main Theories of Learning
Social and Contextual
In the Social and Contextual approach, learning does not occur
solely within the learner, but in the group and community in
which they work. Learning is a shared process which takes place
through observing, working together and being part of a larger
group, which includes colleagues of varying levels of experience,
able to stimulate each other's development.
5
19. SAMPLE
How we Learn
How you Learn Physical Skills:
Instinct, deliberate action, and trained response, human mind
affects autonomic system. The brain is very much like a
computer, but a computer is capable of rewriting its own
software, and constantly add new code to handle new situations.
21. SAMPLE
Principals of Learning
Instinct: your Basic “Input Output System”, or BIOS
In a human brain, instincts are the most basic of all instructions.
Our brains have natural functions to seek out faces and
recognize faces, to cry when discomforted, to suckle milk when
hungry, and so on. These instincts are encoded into our brains by
millions of years of evolution, to allow us to survive infancy and
grow to learn more.
Instincts also cover more, such as desire of sweet and salty
flavours, while avoiding bitter and sour flavours, preference of
pleasure and avoidance of pain, fight or flight response, and so
on.
When the input through our five senses does not match up to
any instinct, the brain must decide what to do. That is deliberate
action.
23. SAMPLE
Critical / Creative Brain
Analytical
Logical
Precise
Perceptive
Organized
Details
Scientific
Detached
Literal
Sequential
Creative
Imaginative
General
Intuitive
Conceptual
Big picture
Experimental
Empathetic
Figurative
Regular
LEFT Right
Critical Thinking Creative Thinking
24. SAMPLE
Learning Brain
LEFT Right
Critical Learning Creative Learning
Responds well to
instruction
Likes to learn in
a step-by-step
format
Prefers writing
Is planned &
structured
Does well on
multi-choice
tests
Analytic
Recall peoples
names
Responds well to
demonstrated
instructions
Likes to learn
general concept
& then detail
Prefers open
ended questions
Responds to
tone of voice
Impulsive
Recalls peoples
faces
Holistic or global
25. SAMPLE
Astonishing Machine (Brain)
Speech Gesture
Physical &
Mental State
These 5 categories all reinforce each other
Receiving
Data
Holding Analyzing Outputting
(Express)
Controlling
- Interest
- Motivated
1 2 3 4 5
26. SAMPLE
Learned response
Deliberate Action:
Action and Feedback Loop
When you receive inputs from your senses that instincts does
not cover, such as a combination of flavours, your brain must
decide on an action. This is deliberate action, as your brain
deliberates on what to do, then commands the muscles to do it.
A babies first grasp is a skill that is needed very often, so after
the first grasp, this memory is recalled many times because the
brain develops a script just to handle grasping, instead of having
to calculate it every time.
“This is "learned response".
27. SAMPLE
6 Levels of Intellectual Behaviour
In education, Blooms Taxonomy Of Educational objectives is still
the reference regarding detailed competencies that can be
achieved through learning, i.e. that can be related to
demonstrated skills (outcome-illustrating verbs).
Firstly he distinguished among 3 broad categories:
• The Cognitive Domain
• The Affective Domain
• The Psychomotor Domain
• Within the Cognitive Domain, Bloom defines 6 levels of
intellectual behaviour that are important for learning.
28. SAMPLE
Cognitive Domain
Remembering or retrieving
previously learned material.
Know
Identify
Relate
List
Define
Recall
Memorize
Repeat
Record
Name
Recognize
Acquire
1. Knowledge
29. SAMPLE
Cognitive Domain
The ability to grasp or construct
meaning from material.
Restate
Locate
Report
Recognize
Explain
Express
Identify
Discuss
Describe
Review
Infer
Illustrate
Interpret
Draw
Represent
Differentiate
Conclude
2. Comprehension
30. SAMPLE
Cognitive Domain
The ability to use learned
material, or to implement
material in new and concrete
situations.
Apply
Relate
Develop
Translate
Use
Operate
Organize
Employ
Restructure
Interpret
Demonstrate
Illustrate
Practice
Calculate
Show
Exhibit
Dramatize
3. Application
31. SAMPLE
Cognitive Domain
The ability to break down or
distinguish the parts of
material into its components so
that its organizational structure
may be better understood.
Analyze
Compare
Probe
Inquire
Examine
Contrast
Categorize
Differentiate
Contrast
Investigate
Detect
Survey
Classify
Deduce
Experiment
Scrutinize
Discover
Inspect
Dissect
Discriminate
Separate
4. Analysis
32. SAMPLE
Cognitive Domain
The ability to break down or
The ability to put parts together
to form a coherent or unique
new whole.
Compose
Produce
Design
Assemble
Create
Prepare
Predict
Modify
Tell
Plan
Invent
Formulate
Collect
Set Up
Generalize
Document
Combine
Relate
Propose
Develop
Arrange
Construct
Organize
Originate
Derive
Write
ProposE
5. Synthesis
33. SAMPLE
Cognitive Domain
The ability to judge, check, and
even critique the value of
material for a given purpose.
Judge
Assess
Compare
Evaluate
Conclude
Measure
Deduce
Argue
Decide
Choose
Rate
Select
Estimate
Validate
Consider
Appraise
Value
Criticize
Infer
6. Evaluation
34. SAMPLE
Affective Domain
Willingness to receive or to
attend to particular
phenomena or stimuli:
awareness, willingness to
receive, and controlled or
selected attention
Acknowledge
Ask
Attend Be aware
Choose
Describe
Follow
Give
Hold
Identify
Listen
Locate
Name
Receive
Reply
Select
Show alertness
Tolerate
Use
View
Watch
1. Reception
35. SAMPLE
Affective Domain
Willing to attend, but actively;
student is sufficiently involved
or committed to subject to seek
it out and gain satisfaction from
working or engaging with it
Agree to Answer
Ask
Assist
Communicate
Comply
Consent
Conform
Contribute
Cooperate
Discuss
Follow-up
Greet
Help
Indicate
Inquire
Label
Obey
Participate
Pursue
Question
React
Read
Reply
Report
Request
2. Response
36. SAMPLE
Affective Domain
Student sees worth or value in
subject; committed to the
underlying value guiding the
behaviour
Accept
Adopt
Approve
Complete
Choose
Commit
Describe
Desire
Differentiate
Display
Endorse
Exhibit
Explain
Express
Form
Initiate
Invite
Join
Justify
Prefer
Propose
Read
Report
Sanction
Select
Share
Study
Work
3. Value
37. SAMPLE
Affective Domain
Bringing together a complex of
values, possibly disparate,
resolving conflicts between
them, and building a consistent
value system
Adapt
Adhere
Alter
Arrange
Categorize
Classify
Combine
Compare
Complete
Defend
Explain
Establish
Formulate
Generalize
Group
Identify
Integrate
Modify
Order
Organize
Prepare
Rank
Rate
Relate
Synthesize
Systemize
4. Organization
38. SAMPLE
Affective Domain
Characterization by a Value or
Value Complex: Internalization
of values; values have
controlled one’s behaviour long
enough to have developed into
a pervasive, consistent, and
predictable one.
Act
Advocate
Behave
Characterize
Conform
Continue
Defend
Devote
Disclose
Discriminate
Display
Encourage
Endure
Exemplify
Function
Incorporate
Influence
Justify
Listen
Maintain
Modify
Pattern
Practice
Preserve
Perform
Question
Revise
Retain
5. Characterization
39. SAMPLE
Psychomotor Domain
Observe a skill and attempt to
repeat it, or see a finished
product and attempt to
replicate it while attending to
an exemplar.
Attempt
Copy
Duplicate
Imitate
Mimic
Align
Place
Balance
Repeat
Follow
Rest (on)
Grasp
Step (here)
Hold
1. Imitate
40. SAMPLE
Psychomotor Domain
Perform the skill or produce the
product in a recognizable
fashion by following general
instructions rather than
observation.
Complete
Follow
Play
Perform
Produce
2. Manipulate
Align
Place Balance
Repeat
Follow
Rest (on)
Grasp
Step (here)
Hold
41. SAMPLE
3. Psychomotor Domain
Independently perform the skill
or produce the product, with
accuracy, proportion, and
exactness; at an expert level.
Achieve
Automatically
Excel expertly
Perform masterfully
Accurately
Proficiently
Errorlessly
With balance
Independently
With control
3. Precision
42. SAMPLE
Psychomotor Domain
Modify the skill or product the
product to fit new
situations; combine more than
one skill in sequence with
harmony and consistency.
Adapt
Alter
Customize
Originate
Confidence
Smoothness
Coordination
Speed
Harmony
Stability
Integration
Timing
Proportion
4. Articulation
43. SAMPLE
Psychomotor Domain
Completion of one or more
skills with ease and making the
skill automatic with limited
physical or mental exertion.
Naturally
perfectly
With ease
Automatically
Spontaneously
Effortlessly
With perfection
Professionally
With poise
Routinely
4. Naturalization
44. SAMPLE
Learning Styles
Visual – Needs to SEE it
Graphics, Charts, Video, Demonstrate
Auditory – Needs to HEAR it
Ask/Answer Questions, Detailed Explanations
Kinesthetic – Needs hands on experience
Demonstrations And Guided Practice
45. SAMPLE
Learning Styles
Active: Do something – experience it
Reflective: Think about it
Sensing: Likes to gather facts
Intuitive: Possibilities and relationships
Visual: Needs to see the process
Verbal: Prefers your explanation
Sequential: Step by step guidance
Global: Learns in large jumps
46. SAMPLE
Acquiring Knowledge
• Your job as an instructor is to help your student
acquire knowledge.
• What is knowledge?
• How do you help them acquire knowledge?
• Is it just monkey see…monkey do?
46
1
2
3
48. SAMPLE
Memory and Remembering
• Surface or sensory Memory
• Short-term Memory
• Long-term Memory
SHORT TERM
SURFACE
TRANSFER
ATTENDING
INSTRUCTOR
LONG TERM
1
2
3
49. SAMPLE
Phases of Knowledge
• We remember about 20% of what we are told
• We remember about 40% of what we hear and see
• We remember about 60% of what we are hear, see & do
• We remember about 80% of what we have to teach
50. SAMPLE
Memory and Remembering
Idealized Diagram Illustrating the Advantage of Spaced Reviews
to keep Recall High
Time after lesson
100%
75%
50%
25%
0%
1 day 2 days
Amount
Remembered
Amount that can be saved
By Spaced reviews
52. SAMPLE
• Slowest talkers
• Slow to decide
• Use all senses to engage in
learning
• Learn through trial& error
• Natural listeners
• Listen & verbalize
• Slow speakers
• Prefer explanation over
text
• Prefer written text
• Emphasize text-based
input & output
• Enjoy reading & writing
• See & Visualize
• Uses words and fazes
that evoke visual images
• Fast talkers
• Impatient
Learning Styles
Read/Write
Visual
Kinesthetic
(Doing)
Aural
53. SAMPLE
How we Learn (Kinesthesia Sense )
Kinesthesia Sense
• In flying Kinesthesia Sense is important for physical co-
ordination and 3 dimensional judgment and timing
• Timing is varied by each individual
• Perception of things or events differ and depends on
individual basic need
• Differing levels of perception do not indicate different
levels of intelligence
54. SAMPLE
How we Learn (Motivation)
Motivation:
• Positive and negative motivation
• In flying positive is better
• Flying is always the passion
• Peer pressure is there
Intrinsic Motivation - refers to motivation that comes from
inside an individual rather than from any external or outside
rewards, such as money or grades.
Extrinsic Motivation - refers to external incentives (such as
money, grades, or prizes) for a person to perform a given task.
55. SAMPLE
How we Learn (Repetition)
Repetition:
• Reinforce short term learning, but not too much
• No amount of telling will teach a man to fly, he must do and
then practice
56. SAMPLE
How we Learn (Repetition)
Effective Repetition:
Tell them→ show them→ let then tell you, then show you:
• Encourage a better performance on each repeat
• Do not show irritation, annoyance or sarcasm
• Can use humor, but not directed at the trainee
• A task repeated carelessly or incorrectly form a habit that
hard to break
• Praise and Reward, Smile
• Expect the possibility of plateau in learning curve
• Repetition itself is not perfect without feedback of
information
57. SAMPLE
How we Learn (Rote learning)
Rote learning is the memorization of information based on
repetition:
• The two biggest examples of rote learning are the alphabet
and numbers. Slightly more complicated examples include
multiplication tables and spelling words. At the high school
level, the elements and their chemical numbers must be
memorized by rote. Many times, teachers use rote learning
without even realizing they do so.
58. SAMPLE
How we Learn (Space Learning)
Space Learning:
• Some form of learning takes place during the rest periods,
discussions, or peer group meetings after the training period,
this is very important
59. SAMPLE
How we Learn (Application)
Application:
• Immediate application improves learning
• Allow HANDS ON training
• Sequencing, preparation-application-review-evaluation
• From known to unknown
60. SAMPLE
How we Learn (Participation)
Participation:
• The difference between learning about something and
learning to do something
• Active participation is trying, doing, repeating,
discussing, working out problems, exercises and asking
questions
61. SAMPLE
How we Learn (Logic)
Logic
Principle - “ Each point in a learning situation must make sense
by itself and learning points must come in logical sequence”
4 Types of logic:
• Cause and effect
• Generalizations – due to in-stuff, data base, often weak
learning points
• Relevance from general to particular
• Analogy or comparison
“Trainees often learn more from the examples, in terms of
understanding than from the statement of the rule”.
1
2
3
4
62. SAMPLE
How We Learn (Transference)
Transference:
• Depends upon comparisons and the transfer of similar or
common ideas
• From easy concept to develop a difficult concept
• Learning A helps to learn B, positive transfer
• learning A hiders the learning of B, negative transfer (mental
block)
63. SAMPLE
How we Learn (Usefulness)
Usefulness:
• All learning should be useful to the trainee
• Economy of effort
• Avoidance of duplication and waste
• Stress on NEED TO KNOW concept
64. SAMPLE
How we Learn (Interest)
Interest:
• Senses must be continually stimulated
• Motivation should be all the way through
• Saturation must be avoided
• Showmanship in learning situations is necessary
• Not to set impossibly high achievement targets
65. SAMPLE
How we Learn (Expectation)
Expectation:
• Expectation should be clearly set
• Level of satisfactory performance is reached more easily if the
trainee is aware of what that level is
• I can do it and I can do it well
66. SAMPLE
Nature of Skill
Perception - The gathering of information
Processing - The making of a series of decisions
Action - Putting successive decisions into effect
67. SAMPLE
Nature of Skill
• Differences in performance and skill depending on the NEEDS
and APTITUDES of the individual
• When NEEDS and APTITUDES match, the skill will be acquired
• Level of performance will vary with the level of motivation
and practice
• Aptitude is a natural ability to do something.
• Learning a difficult or new skill takes a very high % of person’s
concentration and initial rate of progress is usually slow
• Short periods of applied practice with rest periods in between
will result in the most rapid rate of progress
68. SAMPLE
As Skill Develops
• ANTICIPATION - will grow
• REACTION TIME - will speed up
• RECOGNITION - of trends will occur earlier
• JUDGMENT - will improve
• ACCURACY - will increase
• FEEDBACK - will be more meaningful
• PROBLEM RESOLUTION - will be more successful
70. SAMPLE
Characteristics of Adult Learning
Adults are characterized by maturity, self-confidence,
autonomy, solid decision-making, and are generally more
practical, multi-tasking, purposeful, self-directed,
experienced, and less open-minded and receptive to
change. All these traits affect their motivation, as well as
their ability to learn.
So let’s see the adult learners' cognitive and social
characteristics, and what instructional
designers need to know in order to create
the right course content and structure,
and adjust their attitude.
71. SAMPLE
Characteristics of Adult Learning
Self-direction - Adults feel the need to take responsibility
for their lives and decisions and this is why it’s important
for them to have control over their learning.
Therefore, self-assessment, a peer relationship with the
instructor, multiple options and initial, yet subtle support
are all imperative.
72. SAMPLE
Characteristics of Adult Learning
Practical and results-oriented - Adult learners are usually
practical, resent theory, need information that can be
immediately applicable to their professional needs, and
generally prefer practical knowledge that will improve their
skills, facilitate their work and boost their confidence.
This is why it’s important to create a course that will cover
their individual needs and have a more utilitarian content.
73. SAMPLE
Characteristics of Adult Learning
Less open-minded - And therefore more resistant to
change.
Maturity and profound life experiences usually lead to
rigidity, which is the enemy of learning. Thus, instructional
designers need to provide the “why” behind the change,
new concepts that can be linked to already established
ones, and promote the need to explore.
74. SAMPLE
Characteristics of Adult Learning
Slower learning, yet more integrative knowledge -
Aging does affect learning.
Adults tend to learn less rapidly with age.
However, the depth of learning tends to increase over time,
navigating knowledge and skills to unprecedented personal
levels.
75. SAMPLE
Characteristics of Adult Learning
Use personal experience as a resource - Adults have
lived longer, seen and done more, have the tendency to link
their past experiences to anything new and validate new
concepts based on prior learning.
This is why it’s crucial to form a class with adults that have
similar life experience levels, encourage discussion and
sharing, and generally create a learning community
consisting of people who can profoundly interact.
76. SAMPLE
Characteristics of Adult Learning
Motivation - Learning in adulthood is usually voluntary.
Thus, it’s a personal choice to attend school, in order to
improve job skills and achieve professional growth.
This motivation is the driving force behind learning and this
is why it’s crucial to tap into a learner’s intrinsic impetus
with the right thought-provoking material that will question
conventional wisdom and stimulate his mind.
77. SAMPLE
Characteristics of Adult Learning
Multi-level responsibilities - Adult learners have a lot to
juggle; family, friends, work, and the need for personal
quality time.
This is why it’s more difficult for an adult to make room for
learning, while it’s absolutely crucial to prioritize. If his life is
already demanding, then the learning outcome will be
compromised.
Taking that under consideration, an instructional designer
needs to create a flexible program, accommodate busy
schedules, and accept the fact that personal obligations
might obstruct the learning process.
78. SAMPLE
Characteristics of Adult Learning
High expectations - Adult learners have high expectations.
They want to be taught about things that will be useful to
their work, expect to have immediate results, seek for a
course that will worth their while and not be a waste of
their time or money.
This is why it’s important to create a course that will
maximize their advantages, meet their individual needs and
address all the learning challenges.
79. SAMPLE
Why do Adults Want to Learn?
To progress their careers
To make more money
To feel better
To impress others
To join in with their friends
To protect themselves
To meet regulatory requirements
80. SAMPLE
Maslow's Hierarchy of Needs
Biological and Physiological needs - air, food, drink, shelter,
warmth, sex, sleep.
Safety needs - protection from elements, security, order, law,
stability, freedom from fear.
Love and belongingness needs - friendship, intimacy,
affection and love, - from work group, family, friends, romantic
relationships.
Esteem needs - achievement, mastery, independence, status,
dominance, prestige, self-respect, respect from others.
Self-actualization needs - realizing personal potential, self-
fulfillment, seeking personal growth and peak experiences.
1
2
3
4
5
81. SAMPLE
Highly Engaged
1
Engaged
Almost Engaged
Not Engaged
Disengaged
• What can I do for others?
• I inspire others to do their best
• I’m a virtual part of the business
• I feel important at work
• I’m very busy & likely to be stressed
• I’m an achiever
• I’ll leave if something much better
comes along
• I’m almost engaged but there are
times when I am not
• I am proud to work here but I
wouldn't shout it from the rooftops
• I know I am part of something
bigger
• I might leave if tempted
• There are no career development
prospects here
• I’m interested in overtime
• I have more sick days than I should
• I have poor working conditions
• I don’t like my manager or
working in my team
• I don’t like my job much but
can get on with it
• I read job adds
• I’m here for the money
• I’m leaving when I can
• I’m not satisfied with the job I do
• My work doesn't excite me
• I’m a clock watcher
• I’m a jobs-worth
2
3
4
5
Self Actualization
Motivator
s
De - Motivators
Importance
Belonging
Survival
Security
• I love working here
• I’m a high flyer
On average only 15% reach
this level
Maslow & Employee Engagement
Maslow's Hierarchy of Needs
83. SAMPLE
7 Principals of Adult Learning
• Adults must want to learn They learn effectively only when
they have a strong inner motivation to develop a new skill or
acquire a particular type of knowledge.
• Adults will learn only what they feel they need to
learn Adults are practical in their approach to learning; they
want to know, “How is this going to help me right now?”
• Adults learn by doing Children learn by doing, but active
participation is more important among adults.
• Adult learning focuses on problems and the problems must
be realistic Children learn skills sequentially. Adults start with
a problem and then work to find a solution.
1
2
3
4
84. SAMPLE
7 Principals of Adult Learning
• Experience affects adult learning Adults have more
experience than children. This can be an asset and a liability.
• Adults learn best in an informal situation Children have to
follow a curriculum. Often, adults learn only what they feel
they need to know.
• Adults want guidance Adults want information that will help
them improve their situation or that of their children. They do
not want to be told what to do. They want to choose options
based on their individual needs.
5
6
7
85. SAMPLE
Main Principals of Adult Learning
Adult Learners
Problem
Centered
Learning
Subjects
Relevant to
them
Basis for
Learning
Including
Mistakes
Involved
Employment Life
Including
Mistakes
Including
Mistakes
Need Most motivated by
Bring
experience Need to be
In In
86. SAMPLE
Learning Process
• Trainee must RECOGNIZE the need
• They must SEE the relevance
• They must UNDERSTOOD the information
• They must be ENGAGED in the learning process
• They must have OPPORTUNITIES to practice
• They must get FEED BACK and REWARD
• They must see the RESULT on the job
87. SAMPLE
How Adults Learn
If they want to learn:
• By BEING in an informal, non threatening environment
• By LINKING past, present and future experience
• By PRACTICING
• By HELP and GUIDANCE
88. SAMPLE
Basic Principles of Adult Learning
1. Adults should understand the purpose and objectives of the
course.
2. The climate should be friendly and informal.
3. Adults should participate and accept responsibilities for the
learning.
4. The trainer should relate to and make use of class member
experience.
5. The trainer should be enthusiastic about the subject.
6. Adults should be aware of their progress and have a sense of
accomplishment.
7. The methods of instructions should be varied.
8. Adults should have a “need” to learn the topics being offered.
89. SAMPLE
Basic Principles of Adult Learning
An outstanding trainer demonstrates the ability to:
1. Deliver presentations that adults find interesting and relevant to
their daily lives.
2. Provide an atmosphere of acceptance and approval through
feedback and praise.
3. Create a participatory environment in large and small group
discussion.
4. Coach to close the gap between desired performance and actual
performance.
5. Facilitate the transfer of training to create business value.
6. Use interpersonal skills that support a positive learning
environment.
90. SAMPLE
What Helps People to Learn?
• To be given the opportunity to practice
• To be given the essential information
• To be patient and allowed to make mistake
• To understand why the training is being done in a
particular way
• To be given honest feedback
• To be encouraged
• To have a goal and measure
91. SAMPLE
What Doesn’t Help Them?
• To be put UNDER PRESSURE
• To be given TOO MUCH information
• To be given POOR equipment
• To be given TOO MUCH of challenge
• To be CONFUSED
• To be HUMILIATED
• To be BORED
93. SAMPLE
Why don’t people change ?
Why do they keep falling back to Old ways ?
• Learned error or Habit error- Die hard
• Easy to learn the wrong thing as the right thing
• “what the learner already knows” is the most important
factor influencing learning
94. SAMPLE
Type of Errors
Type 1 - Errors from inattentive, careless, distracted,
unmotivated, teaching method was inappropriate
Re-teaching or re-training is OK
BUT ! Re-training is not always the best solution
Type 2 - Errors,
• learning did take place !!!
• person learned a different “wrong way” instead of “right
way”
So re-training does not work well
So we may have to use “Old way/ New way method”
95. SAMPLE
Old Way vs New Way
• Learning something new means first unlearning the old
• Old learning can interfere with new learning
• Due to brain knowledge protection and maintenance
mechanism-people fall back to old way
• Check his behavior/ performance- consistent or
inconsistent
₋ if inconsistent, proceed conventional re-training
₋ if consistent, he has a learned error
(wrong action or fail to act), you have to respect that
knowledge and start from there
96. SAMPLE
Old Way/New Way
• The trainer has to know what the trainee is doing wrong
• What he should be doing instead and precisely how
these performance differ
• Need “more thinking Trainer”
97. SAMPLE
Just a Thought
“ Give him a fish, he eats for a day”
Teach him how to fish, and he eats
for a life time.”
98. SAMPLE
Obstacles to Learning
• Feelings of unfair treatment
• Impatience to proceed to more interesting
operations
• Worry or lack of interest
• Physical discomfort, fatigue, illness, dehydration
• Apathy due to inadequate instruction anxiety
98
1
2
3
4
5
99. SAMPLE
Minimizing Student Frustration
• Motivate your students
• Keep them informed
• Understand them as individuals
• Give credit when due
• Constructive criticism only – please!
• Be consistent
• Admit your errors (we are all human)
1
2
3
4
5
6
7
100. SAMPLE
Professionalism & Ethics
Instructors are Responsible for:
• Helping students learn
• Providing adequate instruction
• Demanding adequate standards of performance
• Emphasizing the positive
• Ensuring aviation safety
100
1
2
3
4
5
101. SAMPLE
Never Do These
• Ridicule the student’s performance
• Use profanity
• Model irresponsible behavior – flight or ground
• Say one thing then do another – “Don’t ever do this
when I’m not here”
• Disrespect the student
• Set the student up for failure
• Communicate using unfamiliar jargon
• Correct errors without an explanation of why
1
2
3
4
5
6
7
8
102. SAMPLE
The Professional Instructor
• Sincere
• Calm
• Consistent
• Motivated
• Follows Procedures
• Practices Safety, just doesn’t mouth the words!
• Professional appearance and manner – Always
102
1
2
3
4
5
6
7
103. SAMPLE
Standards of Performance
YOUR Standard of Performance:
An aviation instructor is responsible for training an
applicant to acceptable standards in all subject matter
areas, procedures, and maneuvers included in the tasks
within each area of operation in the appropriate Practical
Test Standard (PTS).
103
104. SAMPLE
Obstacle to Learning
• Preconceived idea
• Impatience
• Fatigue
• Poor Instruction preparation
• Fear, anxiety, timidity
105. SAMPLE
7 – Ways of Encouraging
• Keep students motivated
• Keep students informed
• Approach students as individual
• Give credit when due
• Criticize constructively
• Be consistent
• Admit error
1
2
3
4
5
6
7
107. Module Objectives
SAMPLE
Upon completing this module you will improve your skills to:
• Prepare effectively for training, managing and evaluating training
events
• Lesson plan and prepare to deliver classroom training
• Teach to students to improve skills
• Have practical presentation and communication skills
• Motivate participants and engage their participation during
training
108. Agenda
SAMPLE
• Applying an Effective Training System
• Preparing to Delver Training
– Setting Objectives
– Producing Training Media
– Lesson Planning
• Delivering Classroom Training
• On-the-Job-Training Methods
• Training Course Evaluation
109. SAMPLE
Training System
Focused
• What the worker needs to know
• What the worker needs to be able to do
Linked
• Instruction and outcomes
Reusable, Repeatable
110. SAMPLE
Training System
• Planning and Preparation
• Implementation and Delivery
• Training Evaluation
• Revision of Materials
1
2
3
4
111. SAMPLE
Trainer’s Roles
Facilitator – Makes sure participants express their thoughts
and makes sure that participants are heard and recognized.
• Mediate differences
• Periodically check how participants are feeling and reacting to
training
Best suited approach for workshops
112. SAMPLE
Trainer’s Roles
Presenter – Provides focus of the training session by
providing information on a specific subject:
• Presenting concepts and giving examples
• Summarizing key elements and clarifying complex points; and
• Evaluating participants progress
This approach is effective when there is a lot of
information to deliver over a short time frame.
113. SAMPLE
Trainer’s Roles
Coach – Makes sure participants practice the concepts and
skills they learn by:
• Monitoring group exercises
• Correcting mistakes; and
• Allowing participants to demonstrate the skills they have
learned.
This approach is often useful for on-the-job training.
114. SAMPLE
Trainer’s Responsibilities
• Set the initial mood of the group
• Create an effective climate for learning
• Motivate and encourage participation in the learning process
• Be accepting of comments and avoid getting defensive
• Control disruptive participants
• Offer self as a resource
• Allow for limited discussions and challenges of the ideas presented
• Discuss how the learning can be applied in real world applications
• Always treat the participants with respect
• Avoid stereotypes
• Make yourself available at the beginning of breaks and after class
to answer individual participants questions
115. SAMPLE
Types of Training Delivery
Classroom
• What the learner needs to know
• What the learner needs to be able to do
On the Job
• Instruction and outcomes
• Job function specific
116. SAMPLE
Learning Exchanges
Participant to Participant
• Participants learn from one another’s experiences
• Class activities – hands-on
Participant to Trainer
• Trainer gains subject knowledge
Trainer to Participant
• Presentations
• Trainer guides
• Discussions
• Highlights and reinforces objectives
120. SAMPLE
A lesson plan is a concise and organized structure which provides
answers to important questions. Questions about how a teacher
can maintain a standard pattern of teaching.
A good lesson plan conveys to the trainer what is important for
students when it comes to learning and provides a step-by-step
guide to what he/she is teaching.
Most good trainers are acutely aware of the importance of
lesson planning and keep on planning their lessons throughout
their teaching career.
A plan shows your learners that you (their trainer) has devoted
time to thinking about them and their needs.
121. SAMPLE
Specifically Lesson Planning:
• Is essential for submitting to authority for approval to run the
course.
• Shows professionalism and commitment.
• Helps you to think about where you’re going
• Helps you to think out ideas for the future.
• Helps you remember what you intend to do
• Makes you structure your lesson so that it flows coherently
and covers the tasks towards the objective.
• Gives learners confidence that you have thought about the
lesson and know what you are doing.
• gives your lessons shape and a framework.
125. SAMPLE
Planning and Preparation
Training Facility:
• Location and directions
• Accommodations
• Adequate tables and chairs
• Food and beverage for breaks
Arrive early to familiarize with:
• Emergency exits & procedures
• Restrooms
• Room thermostat
126. SAMPLE
Planning and Preparation
Learning Environment:
• Class Room - suitable space and accommodations for training
• Setup tables and chairs for participants and trainer
• Temperature
• Lighting
128. SAMPLE
Planning and Preparation
Audiovisual Equipment:
• Lap Top Computer
• LCD projector & screen
• Wireless Presenter
• Spare batteries
• DVD Player/TV
• Related cables
• Extension cords and power strips
• Set-up and test all equipment before class
129. SAMPLE
Planning and Preparation
Training Materials and Supplies:
• Flash Drive with PowerPoint presentation, videos, etc.
• Easel, flipcharts, markers
• Pens / pencils
• Clip boards
• Handouts
• Materials for activities
130. SAMPLE
Planning and Preparation
Administrative:
• Sign in forms/registration forms
• Class Schedule
• Learning/Smile Survey
• Pre Class and Post Class Tests
• Hard copies of PowerPoint Presentation and all training
materials.
• Door prizes
• Certificates
131. SAMPLE
Preparation Skills
• Know your audience
• Expect to be nervous
• Review all training materials and the trainers guide so you are
thoroughly familiar with all information to present
• Knowledge of the topic and materials will increase your
confidence
• Practice your training presentation, the more you practice the
better you will become
133. SAMPLE
Delivery Skills
• Use Ice Breakers
• Communicate the session objectives at the beginning of your
presentation
• Greet the learners individually and as a group (especially on
the first day)
• Learn the names of the learners quickly
• Supplement PowerPoint slide information with examples
relating to the topic and specific location
• Be familiar enough with the training materials so you avoid
reading directly from PP slides
• Be sensitive to participants literacy differences
134. SAMPLE
Icebreaker: Introduce Yourself
Introduce yourself to the rest of the group and talk briefly
about:
• Your name
• An interesting fact about your background
• Why you are delivering the training
• What your interest is in the specific subject you are delivering
135. SAMPLE
Introducing the Training
Introduce the training course that you are about to deliver.
Purpose - Explain the purpose of the training.
Aims - Explain the aims of the training.
Training Objectives - At the end of this workshop, you will be
able to:
• Understand
• Demonstrate
Tell participants what you plan to teach them (explain the
subject material and learning objectives)
136. SAMPLE
Delivery Skills
• Speak loud enough to ensure participants in the back can hear
• Enunciate your words clearly
• Avoid saying uhm…..
• Avoid distracting mannerisms such as jingling change or
playing with your hair
• Involve participants by encouraging and asking questions
• Follow class schedule
• Pace your delivery according to the time schedule and the
material to be covered
• Cover everything in the training module – handouts, activities,
etc., or explain changes
137. SAMPLE
Delivery Skills
• Keep aware of class climate
• Recognize your strengths and weaknesses
• Maximize your strengths and minimize your weakness
• Don’t pretend to know all the answers
• If you don’t know something:
– Discuss the question with the class
– Let the participants know you will get the answer
– remember to follow up
138. SAMPLE
Do’s
• Positive mental attitude ✓
• Dress appropriately ✓
• Be energetic and enthusiastic✓
• Have fun✓
• Be energetic ✓
• Avoid excessive slang ✓
• Speak up ✓
• Be yourself ✓
• Practice what you preach and teach ✓
• Watch your body language ✓
• Be the best ‘you’ that you can be ✓
139. SAMPLE
Do’s
• Be prepared ✓
• Be sensitive ✓
• Acknowledge learners ✓
• Use your sense of humor ✓
• Always ask for volunteers✓
• Be respectful ✓
• Be accessible and approachable ✓
• Be responsive ✓
• Move freely around the class ✓
• Allow learners to lead ✓
140. SAMPLE
Do’s
• Be flexible ✓
• Maintain your schedule ✓
• Be accessible and approachable ✓
• Be responsive ✓
• Move freely around the class ✓
• Allow learners to lead ✓
• Be flexible ✓
• Maintain your schedule ✓
141. SAMPLE
Don’ts
• Catch people unprepared
• Be afraid to say you do not know
• Call on someone who does not volunteer
• Avoid eye contact
• Be too formal
• Be a know it all
• Be unprepared
• Talk down to learners
• Use profanity
• Be distracting
• Loose control
142. SAMPLE
Fatal Mistakes
• Poor first impression
• No learning objectives
• Dull, dry and boring
• Frozen in one spot
• Weak eye contact
• Poor visual aids
• No humor
• Poor preparation
• Not involving participants
• No enthusiasm or conviction
• Poor facial expression
• Weak close and review of learning objectives
143. SAMPLE
Answering Questions
• Repeat the question
– Answer now/later
– Redirect
– Discussion
• Don’t bluff
– You know
– You don’t know
• Difficult Questions and Learners
– Argumentative individual
– Loaded questions
– Long-winded
– No good answer
145. SAMPLE
What is on-the-job-training?
On-the-job-training (OJT) is simply the training that an
employee receives at work during the normal work day:
• To teach a single skill or task
• Scheduled multiple programs
• Used to help teach tasks within a work process
• Used in conjunction with other types of training procedures
(Classroom based training)
Trainees receive instruction and training at their work station
from a Supervisor, Experienced co-worker or Departmental
Trainer:
146. SAMPLE
What is On-the-Job-Training?
Trainees receive instruction and training at their work
station from a Supervisor, Experienced co-worker or
Departmental Trainer:
• Most common approach to training
• Especially useful for new JAA Staff
• Has not been well planned, structured or delivered
• People assigned to train have no training to be trainer
• Potential transfer of undesirable habits/attitudes
• Trainers worry about someone taking their job
• Structured approach most effective
147. SAMPLE
How OJT works
Structured OJT:
• Prepare the trainee
• Present the training
• Require a response
• Provide feedback
• Evaluate performance
Prepare the trainee:
• Explain the purpose
• Determine prerequisites
• In applicable cases, explain general safety and quality issues
• Explain how the training will be done
• Try to set trainee at ease and solicit questions
148. SAMPLE
How OJT works
Present the training:
• Position the trainee
• Provide overview of process and steps involved
• Include safety and quality issues again
• Describe and demonstrate
• Summarize
Require a response and provide feedback:
• Simultaneous actions in the structure of OJT
• Establish a level of understanding with the trainee so you can
get honest and open response
149. SAMPLE
How OJT works
Evaluate performance:
• Value the trainees opinions
• Quantifiable output
“Structured OJT is one of the preventive expenses that will
help reduce, if not eliminate, the cost of failure”
150. SAMPLE
OJT explained (cont.)
Training must be done in a manner to assure that the
participant completes the training with:
• A high sense of value for what they have learned
• High competence in their ability to perform the task for
which they were trained
• High levels of confidence in their ability to perform the
trained skill
151. SAMPLE
Job Instruction Training
Job Instruction Training: A formalized, structured and
systematic approach to on-the-job training that consists of
four steps:
1. Preparation
2. Instruction
3. Performance
4. Follow up
Employees learn through:
• Practice
• Feedback
• Guidance
152. SAMPLE
Job Instruction Training
Step 1: Preparation
Breaks down the job into small tasks, prepares equipment
and supplies, and allocates time to learn each task.
Determine communication strategy and what trainee
already knows and nature of the tasks to be performed.
Stages:
1. Put trainee at ease
2. Guarantee the learning
3. Build interest and show personal advantage
153. SAMPLE
Job Instruction Training
Step 2: Instruction
1. Telling, showing, explaining, and demonstrating the task
2. Show the trainee how to perform the job
3. Repeat and explain key points in detail
4. Allow the trainee to see whole job again
5. Be patient and encourage questions and feedback
154. SAMPLE
Job Instruction Training
Step 3: Performance
1. The Trainee performs task under guidance from instructor
who provides feedback and reinforcement
2. The Trainer asks the trainee to explain steps then perform
less difficult parts of job
3. The trainee performs entire job and reinforces the learnt
behavior
155. SAMPLE
Job Instruction Training
Step 4: Follow-up
1. The trainer monitors performance and provides feedback
2. Gradually tapers off instruction as the employee gains
confidence and skill
156. SAMPLE
Job Instruction Training
Tips for Trainers:
• Should not be managed differently from other types of
training
• Should be integrated with other training methods
• Ownership must be maintained
• Trainers must be properly chosen and trained on the Train-
the-Trainer Program
157. SAMPLE
Coaching
A experienced and knowledgeable person is nominated to
help another person develop the insights and techniques
necessary to the accomplishment of their job.
Key elements in coaching process:
• Open dialogue
• Planned use of opportunities
• Agreed upon set of objectives
• Focus on strengths; weaknesses only if inhibiting performance
158. SAMPLE
Coaching
Steps:
1. Initial discussion, setting objectives
2. Opportunities identified, long-term plan set
3. Employee performs tasks, reports to coach
4. Process fitted into employee’s goals and organization’s long-
term strategies
Coaching Opportunities:
• Transfers
• Special assignments
• Vacation replacement
• Speaking engagements
• Professional membership
159. SAMPLE
Coaching
• Effective in enhancing interpersonal skills, communication
skills, leadership skills, and self-management skills
• Individual: Improves working relationships, job attitudes;
increases rate of advancement and salary increases
• Organization: Increases in productivity, quality, customer
service, retention; decreases in customer complaints, costs
160. SAMPLE
Coaching
Tips for Trainers
• Build trust and understanding
• Ongoing dialogue and feedback
• Coach must be able to relate to employee
• Coaching should be part of broader process
• Effectiveness should be evaluated
161. SAMPLE
Mentoring
A Senior member takes a personal interest in the career of
a junior member
The mentor provides career and psychosocial support to a
junior employee:
• Formalized mentoring programs are emerging in organizations
• Focus is narrower than coaching:
– Career development of “junior” employees
– Participation is generally voluntary
162. SAMPLE
Mentoring
Two Roles of a Mentor:
1. Career Support:
• Coaching, sponsorship, exposure, visibility, protection, and
provision of challenging assignments
2. Psychosocial Support:
• Friendship, listening, counselling, feedback, role model for
success
Benefits:
• Accelerate career progress of underrepresented groups
• Transmit culture and values to newer managers
• Pass on accumulated wisdom of seasoned leaders
163. SAMPLE
Mentoring
Tips for Trainers:
• Ensure clarity of roles and expectations
• Choose mentors carefully
• Match mentors and learners with care
• Train both mentors and learners
• Structure the mentoring relationship
• Ensure support from management
165. SAMPLE
Writing Exam Questions
Course instructors and subject matter experts write examination
questions for centralized repository approved held by the Training
Department. The writing of exam questions follows strict JAA criteria.
All questions used for examinations shall comply with the following:
• Meet the desired training objective and approved by CAA if
required.
• Be derived from the recognized, audited and authorized central
database.
• Be relevant to the instruction given or self-study required.
• Be focused towards the roles and responsibilities of the persons
being examined.
• Be chosen to elicit levels of knowledge and understanding.
166. SAMPLE
Writing Exam Questions
• Question sets for each examination must be selected to ensure
that each examination question combination is unique and not
replicated from previous examinations that course examinees have
previously taken.
• All exam re-take papers must be different from the initial exam
taken.
• All trainees are required to take written examinations as part of
initial/ transition, recurrent, upgrade and other courses that may
be required from time to time. In all cases, the score will simply be
a percentage of correct responses to the total.
• The minimum pass mark varies depending of the subject.
167. SAMPLE
Procedure for writing Examination Papers
Objective (Multiple Choice) Exams
Objective items which require trainees to select the correct response
from several alternatives or to supply a word or short phrase to
answer a question or complete a statement
• Base each item on an educational or instructional objective of the
course, not trivial information.
• Write questions in which there is one and only one correct or
clearly best answer.
• The phrase that introduces the item (stem) should clearly state the
question.
• Test only a single idea in each item.
• Be sure wrong answer choices (distractors) are at least plausible.
168. SAMPLE
Procedure for writing Examination Papers
• Incorporate common errors of trainee’s in distractors.
• The position of the correct answer should vary randomly from item
to item.
• Include from three to five options for each item.
• Avoid overlapping alternatives.
• The length of the response options should be about the same
within each item (preferably short).
Objective items include:
• Multiple Choice
• True-False
• Matching
• Completion
169. SAMPLE
Examination Procedure
TRN determines how many questions there should be on
each topic required by the syllabus.
The question bank should have at least 3x as many questions for
each required topic as are required on the actual exam.
Exam request
initiated
Questions
are specified
With the collaboration of the HOD of the related
department create a question bank.
Each question in the question bank is issued with an internal or
external reference as appropriate.
TRN will develop at least 3 versions of each exam each with a corresponding answer sheet. Each version will contain different variations
and combinations of questions.
Editable versions of the exams and answer sheets will be retained with DCC and any changes or revisions to
either the exams or corresponding answer sheets will be done with the document change procedure describes
in SOP QAD-P-007.
After DCC processes are completed the document DCC will give the exams and answer sheets to TRN.
The exams will be developed using
form TRN-P-007
The answer sheets will be developed
using form TRN-P-008
After exams and answer sheets are created by TRN they are to be submitted to DCC for assignment of a
control number and record keeping.
171. SAMPLE
Evaluation Example
Conducting an evaluation survey for a course.
• In order to improve the quality of training and provide a better
learning experience for future delegates.
• The survey is can be voluntary, choice to participate or not
participate does not effect your grade.
• Participation in the survey is normally kept completely anonymous
from the instructor and staff.
• Take what is said seriously and use your constructive criticisms to
improve the course for future sessions.
172. SAMPLE
Evaluation & Continuous Improvement
Use participant evaluations to improve:
- Training materials
- Your future performance
• Continue to improve your knowledge of the subject
• Revise materials as necessary
183. SAMPLE
LMS Home Page
The LMS Landing page is what everybody can view and the
highlighted tabs provide navigation to all functions.
3
1
2
184. SAMPLE
LMS Home Page
Company introduction and how we operate as a community
The introduction is produced using the same AI voice over software
available to use for narrating training courses that are learner self
paced.
185. SAMPLE
LMS Home Page
These tabs provides navigation URL links to the training courses
relevant to the operational departments
Click to go to
187. SAMPLE
LMS Home Page
These tabs provides navigation URL links to the training courses
relevant to the operational departments
Click to go to
188. SAMPLE
LMS Home Page
The LMS Landing page is what everybody can view and the
highlighted tabs provide navigation to all functions.
1
2
3 4
189. SAMPLE
LMS Instructor
As an instructor registered on the system, your starting point is
logging in from the landing page.
190. SAMPLE
Personal Dashboard
On logging in you will see your dashboard which is used to manage
your training delivery.
Courses that you have
been given access to
Your Name
194. SAMPLE
Training Policy
Creating a culture of learning and development isn’t just about
meeting legal obligations through providing CAA mandatory
training – it’s about building and sustaining an environment that
inspires and supports employees to pursue learning and
personal development as a natural part of their career.
The objective in training is to support Human Resources
Development Strategies to maintain sufficient numbers of
qualified and competent personnel to operate, manage and
maintain the current and future standards for Safety, Quality and
Operations Capacity.
195. SAMPLE
Implementation
• Create and establish a centralized training department.
• Establish a whole business culture of Learning & Development -
from top down.
• Establish a high specification training capacity.
• Implement structured learning pathways plus hold focus groups
and workshops to identify individual, regulatory and business
learning & development needs.
• Build a strong training management and administrative team 100%
focused on training activities.
• Engage with and increase level of support to in-departmental
trainers
• Create a best practice delivery model, consolidate all company
training activity, align our delivery model with international
accreditation.
196. SAMPLE
How it all Fits
Corporate Policy
Company Manuals
Operations Manuals
Standard Operation
Procedures (SOP’s)
Corporate Governance
(Executive Directors)
HR Policy & Procedures
(Aligned to Labour Law)
Operation Policy & Procedures
(Aligned to CAA Regulation)
Procedures to apply Policy based on
Manuals
197. SAMPLE
Training Policy
The scope of training encompasses all operational areas and is
normally governed and administered centrally by the Training
Department to ensure independent governance and standards are
achieved and maintained and ensure an absence of bias in training
and evaluation programs to permit trainees to be objectively assessed
against operating standards and CAA regulations without undue
internal or external interference to:
• Meet mandatory & legal training requirements
• Build a workforce of trusted professionals who champion open
communication, flexibility, a collaborative work environment and
embraces diversity, team spirit and cooperation.
• Create a single corporate tenet focused on core values, business
progression, best practice, safety and exceptional customer service.
198. SAMPLE
Training Policy
• Support employee safety, health and work-life balance to maximize
professional success and productivity.
• Provide stability through improved staff retention, succession
opportunity and loyalty.
199. SAMPLE
Training Standard
Internal and external Trainers are required to meet the standards of
CAA’s Instructor Training and Qualification Requirements
implementing and maintaining an inclusive approach to learning and
development championed by companies' Executives, Managers and
Supervisors in every area of the business will:
• Ensure that all training obligations are met
• Ensure conformity with company procedures & documents
• Ensure conformity with company aircraft & systems
• Ensure that records are kept and maintained for all training
• Ensure that all mandatory training programs are kept up to date
with CAA regulatory announcements
200. SAMPLE
Training Delivery Standards
Instructors are to follow the training syllabus and specifications with
their trainees as detailed in the Training Manuals.
However, it is recognized that it may not always be possible to follow
the exact sequence as promulgated owing to weather or other
considerations, in which case the sequence should be followed as
closely as possible.
Instructional methods are to conform to guidance issued by the Head
of Training/Training Manager and procedures in the Instructor’s
Handbook and Trainee Study Guide.
201. SAMPLE
Training Delivery Standards
Ensure all training curricula are taught to trainees in standardized
manner by providing training and ongoing mentoring to Instructors
and Examiners and supplying them the necessary instructional aids,
consistent with regulations on a timely basis.
Manage and enhance existing and future curricula to broaden the
learning experience while maintaining consistency with ICAO
guidelines, compliance with CAA regulations, maximum instructional
value and maximum cost effectiveness.
202. SAMPLE
Instructor Observation & Evaluation
Trainers and Checkers are to be evaluated against clear, rigorous
performance expectations based primarily on clear and
comprehensive assessment criteria.
Expectations are set high to reflect excellence in training and
checking, not minimally acceptable performance.
They shall also be precisely worded and leave little room for inference
(e.g., be built around observable evidence that learners are actively
engaged in the lesson, not whether the lesson plan appears to be
engaging on paper), to ensure that all trainers and checkers interpret
them in the same way, and deliver a consistent standard whilst
meeting regulatory requirements.
207. SAMPLE
OM-D Example Chapters
1. Introduction, Policy and Training Administration
2. Introduction Flight Crew Training and Checking Program
3. Flight Crew Training & Checking Program
4. Flight Crew Ground Training Program
5. Flight Crew Practical Training Program
6. Airline Basic Course
7. Flight Dispatcher Training Program
8. Cabin Crew Training Program
9. Emergency Survival Combined Crew Training, Practice and
Testing
208. SAMPLE
OM-D Chapters
10. Maintenance Training Program
11. Aviation Security Training Program
12. Dangerous Goods Awareness Training
13. Safety Management System Training Program
14. Train the Trainer Training Program
15. Human Factors and Crew Resource Management
16. Emergency Response Training Program
17. Ground Handling Training Program
18. Quality Control and Assurance Training Program
19. Fatigue Management Training Program
209. SAMPLE
Program Structure
The OM-D addresses training policy, delivery criteria and
resource requirement for:
• Flight Crew Training
• Cabin Crew Training
• Flight Operations Training
• Ground Operations Training
• Maintenance and Engineering Training
• Dangerous Goods Awareness Training
• Safety & Security Training
• Quality Assurance Training
210. SAMPLE
Policy and Training Administration
1.1. Introduction, Policy and Training Administration
1.2. Administration and Control of Operations Manual Part (D)
1.3. Purpose of the Manual
1.4. Responsibilities
1.5. Training Department Organization Structure
1.6. Training Department General Policies
1.7. General Rules for Training Delivery
1.8. Training Quality Standards
1.9. Training Administration
1.10. Training Locations and Outsourced Training
1.11. Instructor Categories and Requirements
1.12. Supervision Policy for Instructors
211. SAMPLE
General Rules for Training Delivery
The Training and evaluation program is objectively maintained by
assuring that:
1. Evaluations administrated in conjunction with all training program
delivery are conduct by different individuals’ other than those
conducting the training
2. Instructors, Evaluators and Examiners / Checkers are permitted to
perform assigned activities without inappropriate interference
from management and/or external organization.
212. SAMPLE
General Rules for Training Delivery
3. In certain circumstances Individuals, when conducting training for
the following courses, don’t examine those staff to whom they
have given flight instruction for a license or rating, except with the
approval or acceptance of the state:
I. Type qualification;
II. Transition (conversion);
III. Re-qualification;
Training Delivery Standards are addressed in overview in OM-D
but governed by Appendix A - TRAINING STANDARDS &
ADMINISTRATION POLICY.
213. SAMPLE
Introduction and Policy (OM-D)
All Training courses are to comprise the theoretical, practical training
specified by CAA Regulatory requirements. The purpose of this
chapter is to detail the specific Ground Training courses
administered by the training department:
1. The Trainee must obtain a minimum pass mark on all examinations
and demonstrate the required skills and knowledge to satisfactory
complete a course.
2. Course Material and Training Syllabi will be amended when
changes in CAA, Company Policy changes take place and it will be
checked annually to ensure continuous improvement and
effectiveness of the course material.
3. This Policy covers specification and specific requirements and
procedure to ensure company maintains the highest standards of
training within the airline.
214. SAMPLE
Policy
The objective is to provide the highest standard of training across all
areas of companies' business, providing broad, well rounded courses
that will best equip staff for their professional career delivered in a
safe, structured and efficient manner.
Within this main objective, the consequent sub objectives are:
• Ensure Instructors and Examiners allocate the appropriate time to
performing their training duties and are ready to execute the
training plan by anticipating future needs and hiring the most
talented candidates available.
• Ensure all training curricula are taught to trainees in standardized
manner by providing training and ongoing mentoring to Instructors
and Examiners and supplying them the necessary instructional
aids, consistent with regulations on a timely basis.
215. SAMPLE
Policy
• Manage and enhance existing and future curricula to broaden the
learning experience while maintaining consistency with ICAO
guidelines, compliance with CAA regulations, maximum
instructional value and maximum cost effectiveness.
• Design and launch new training programs that will be consistent
with ICAO guidelines and compliant with CAA regulations while
providing maximum training value for the lowest possible cost.
• Design and launch new training programs for Instructors and
Examiners that will be consistent with ICAO guidelines and
compliant with CAA regulations...
• Ensure all training curricula are delivered in the most cost-effective
manner.
• To achieve excellent results, consistently
216. SAMPLE
Policy
• Provide a climate for learning in a conducive environment
• To respect and value trainees
• Deliver structured lessons within the syllabus
• Respect and cater for the differing cultural backgrounds of trainees
• Assess, record the progress of, and give clear guidance to trainees
• Maintain professional standards of performance and behavior
217. SAMPLE
Training Standards & Administration
1. Training Requisition – Departmental Heads and Training
Coordinators
2. Training Syllabus and Lesson Plans
3. Course Training Material
4. Training Library
5. Training Equipment Policy and Procedures
6. Training Delivery Standards
7. Training Administration
8. Administering Examinations
9. Normal Operations Competency Training and Assessment
218. SAMPLE
Introduction
All Training courses are to comprise the theoretical, practical training
specified by CAA Regulatory requirements. The purpose of this chapter
is to detail the specific ground training courses administered by the
training department:
• The Trainee must obtain a minimum pass mark on all examinations
and demonstrate the required skills and knowledge to satisfactory
complete a course.
• Course Material and Training Syllabi will be amended when changes
in CAA, Company Policy changes take place and it will be checked
annually to ensure continuous improvement and effectiveness of
the course material.
• This Policy covers specification and specific requirements and
procedure to ensure the company maintains the highest standards
of training within the airline.
219. SAMPLE
Key Policy Objectives
• Design and launch new training programs that will be consistent
with ICAO guidelines and compliant with CAA regulations while
providing maximum training value for the lowest possible cost.
• Design and launch new training programs for Instructors and
Examiners that will be consistent with ICAO guidelines and
compliant with CAAT regulations...
• Ensure all training curricula are delivered in the most cost-effective
manner.
• To achieve excellent results, consistently
• Provide a climate for learning in a conducive environment
• To respect and value trainees
220. SAMPLE
Chapter 1 – Introduction & Policy
• Deliver structured lessons within the syllabus
• Respect and cater for the differing cultural backgrounds of trainees
• Assess, record the progress of and give clear guidance to trainees
• Maintain professional standards of performance and behavior
221. SAMPLE
Course Control & Administration
Trainers are responsible to the Head of Training/Training Manager for
the overall maintenance of training standards and setting the required
levels of trainee performance for each course.
All Progress Reports, Ground Training and Synthetic Flight
assessments of technical ability and personal qualities will also be
assessed by individual instructors.
The Training Department Administrator(s) is responsible for the
administration of all courses and notifications to CAA.
The mandatory standard for administering training courses is
addressed in OM-D Training Administration Course Control Process.
222. SAMPLE
Approval of Syllabi
All Training courses are to comprise the theoretical, practical training
specified by CAA Regulatory requirements. The purpose of this
chapter is to detail the specific Ground Training courses administered
by the training department:
1. Course Material and Training Syllabus Manual will be amended
when changes in CAA, Company Policy changes take place and it
will be checked annually to ensure continuous improvement and
effectiveness of the course material.
2. This Procedure covers specification and specific requirements to
ensure JAA maintains the highest standards of training within the
airline.
225. SAMPLE
Master File Reports
Report ID Report Name Reports Details - Dynamic Reports output to pdf
RTR1001 Course Type Report Course Type - specific course type allocations
RTR1002 Course Group Course Type - specific course group allocations
RTR1003 Course Category Report Course Type - specific course category allocations
RTR1004 Class Type Course Type - specific types of training i.e. Recurrent
RTR1005 Course List Course Type - specific Courses registered in the system
RTR1006 Training Academy Report Report with J nominated Academy details
RTR1007 Expense List List of Training expense categories
RTR1008 Equipment List List of Training equipment
RTR1009 Training Location Report with approved training locations and details
RTR1010 Training Status List of training status categories i.e. Pass, not pass
226. SAMPLE
Master File Reports
Example 1: RTR1005 Course List Cockpit Crew (Pilot) Category
Course Group ID to search
for courses in the category
Course Group ID to
select the training
group
Print
228. SAMPLE
Training Session Reports
Example 2: RTR2007 Lesson Plan
Report ID Report Name Reports Details - Dynamic Reports output to pdf
RTR2001 Class List
List of courses that have been delivered with dates and number
of attendees
RTR2002 Training Expenses Report Financial report of training costs for planned courses
RTR2003 Class List by course
List of courses that have been delivered filtered by course ID
reference
RTR2004
Over Regular Working
Hour Request Form
Request for attendee to attend training outside normal working
hours
RTR2005 Course Outline
Auto generated letter to submit for CAAT Course programme
approval
RTR2006 Training Certificate Auto generated letter Certificates
RTR2007 Lesson Plan Auto generated Lesson plan
Example
233. SAMPLE
Opening Training Session Reports
Example 4: Select Opening Training Session Reports/RTR2001 Class List
Training ID to select
course
3) Click Print
1) Select Training ID
234. SAMPLE
Training Certification Reports
Example 5: RTR2006 Training Certificate
Course reference /
selection
Print
Training ID to
select course
Course certificates
produced for printing
237. SAMPLE
Report Excel Page (1)
Example 7: RTR5001 Report Summary Training Plan
Employee Status
Department
View report
Export to Excel
238. SAMPLE
Report Excel Page (2)
Last Training Date
Date when Recurrent
Training is due
Planned Training
Date
Employee Name
Employee Name
Employee Name
Last Training Date Date when Recurrent
Training is due
Planned Training
Date
239. SAMPLE
Course Details
Step 1 – Set up course details (the information used should be extracted from the
relevant OM-D Chapter and include the Chapter reference in the OM-D field).
Step 1: Add the following:
1. Course ID Code
2. Course Title
3. OM-D Chapter Reference
4. Category ID
5. Group ID
6. Course Objectives
7. Expected Benefit
8. Course Type
9. Training Location and
details
240. SAMPLE
Course Details
Step 2 – Add Training Categories, Training Locations and any associated costs
Add the following information:
1. Course Type
2. Training Location
3. Conditions
4. Employee Qualification
5. Any Pre-Requisites
6. Training Cost (If Known or
Outsourced
241. SAMPLE
Course Details
Step 3 – Set up course specification, I.e. Initial, Current etc., and upload Training
Resources. If the course is a recurrent course, the frequency should also be se
(Frequency, recurrence, and cycle of recurrence).