2. Classroom delivery of training, also known as instructor-led training
(ILT), is a traditional and popular method for delivering knowledge and
skills to learners. It involves direct interaction between a trainer and a
group of participants in a physical classroom setting.
Classroom delivery of training, also known as instructor-led training (ILT), is a
traditional and popular method for delivering knowledge and skills to learners.
It involves direct interaction between a trainer and a group of participants in a
physical classroom setting.
3. Trainers have departed from the academic lecture method and embraced more
interactive teaching methods such as:
● Discussion
● Role play
● Case study
● Small group work, etc.
Both case studies and role-plays stimulate the reality of the job in a way that allows
Learners to practice skills in a safe environment.
4. A Model for Classroom Training
● Although classroom trainers utilize a wide variety of teaching methods these
days, most are based on an underlying model of how adults learn.
● This model is based on many years of research.
● This classroom delivery model consists of five phases , they are
5. Orienting Learners
Orienting learners refers to the process of introducing
and familiarizing individuals with a new learning
environment, program, or subject. The goal of learning
orientation is to provide learners with the information,
resources, and support they need to navigate their
educational journey successfully. This orientation
process is crucial, especially at the beginning of a
course, program, or academic experience, as it sets the
tone for the learner's engagement and performance.
6. Types of Motivation
Intrinsic
Intrinsic motivation is the internal fulfillment
individuals obtain from their endeavors. The
majority of learners find gratification in a
successful learning experience, experiencing a
sense of accomplishment by overcoming
challenges and acquiring new knowledge and
skills to enhance their set of abilities.
Extrinsic
● Promotion
● Salary increment
● Recognition
● Honors
● Gifts and other tangible items
7. Duty of the Trainer
● Trainers need to know what drives adult learners since they will need to address
these sources of motivation if they hope to see learning outcomes in their
sessions.
● Good trainers help learners see the explicit connections between classroom
learning and job performance rewards. This can be a very powerful motivator to
learn.
● Know : A. why it's necessary to use the skills being gained in the job.
B. what effect the performance will have on other noteworthy occasions and
individuals for students.
C. Tell learners the objectives of the class.
D. Show learners an outline of the class.
8. Presenting New Information
● The heart and soul of
training
● Also called as platform
skills
● Only one part of
effective training
9. Presenting New Information
● Explaining
● For soft skills
● Eg. Management
and interpersonal
communications
● Demonstrating
● For technical skills
● Eg. Computers
and working with
machinery and
tools
10. ● By using displays and
projector Eg. Sending
an e-mail, Formatting a
document
● By providing manuals
● By using recorded
videos Eg. Operating a
machine
Demonstration
11. Explanation
1. Definitions of key concepts Eg. Job performance, appraisal,
employee motivation, etc.
2. Definitions of key principles Eg. Maintaining employee self
esteem
3. Examples of the skill in practice Eg. Cases or videos about
Performance appraisal
4. Explication of procedures to be followed
5. Explication of policies governing the skill Eg.Frequency,
Deadlines , Paperwork
6. Checking to see if learners understand the demonstration by
answering questions that learners have about the content
12. The Role of
Practice
Practice is a cornerstone of good
classroom training delivery.It serves as
the bridge between understanding and
application, to ensure employees not only
learn but also confidently apply new
knowledge and abilities in real-world
circumstances.
13. ● Boosts Knowledge Retention
● Optimizes Skills and Competencies
● Enhances Engagement and Motivation
● Enables Timely Feedback
● Improves transference to real-world
situations
The Role of Practice
14. Practice Techniques
● Case studies and scenarios
● Role-playing
● Group activities
● Simulations
● Hands-on exercises
15. Demonstration is a teaching method used to
communicate an idea with the aid of visuals such as
flip charts, posters, power point, etc. A demonstration
is the process of teaching someone how to make or
do something in a step-by-step process.
When focusing on specific types of skills, some
modifications of the model can help the learning
process.
Focuses on how to perform technical jobs like
manufacturing, engineering, information technology,
accounting, and the like
DEMONSTRATION
17. PSYCHOMOTOR SKILLS
● Psychomotor skills involve movement-oriented
activities.
● Basic physical skills like handwriting and typing
form the foundation for more advanced technical
abilities.
● Most psychomotor skills are acquired in school or
on-the-job training.
● Some skills may require formal training.
● Example: Changes in a factory worker's workflow by
an organizational psychologist may necessitate
learning new body movements.
18. PROCEDURAL SKILLS
● Procedural skills involve step-by-step actions performed in
a specific order.
● Mastery in procedural skills is achieved through repetitive
practice, refining movements and enhancing efficiency.
● These skills are hands-on and practical, requiring the
application of knowledge in real-world or simulated
contexts.
● Procedural skills are often specific to particular domains
or fields, such as medicine, technology, or manual tasks.
19. TROUBLESHOOTING SKILLS
● Troubleshooting begins with the skill of accurately
identifying and defining the issue or problem at hand.
● Troubleshooting skills such as repairing an engine, fixing a
broken piece of equipment or discovering the cause of
computer malfunction are best taught in stages.
● First, the learner must thoroughly master the psychomotor
and procedural skills inherent in the job.
20. PREPARING FOR DEMONSTRATION
1. Define Objectives and Lesson Plan
2. Gather and Organize Materials
3. Prepare Venue and Technology
4. Audience Engagement
5. Collect Feedback and Plan Follow-Up
21. Examples
Mercury is the closest
planet to the Sun and the
smallest one of them all
Venus has a beautiful
name and is the second
planet from the Sun
Despite being red, Mars is
actually a cold place. It’s
full of iron oxide dust
Teaching
techniques
Use of
technology
Classroom
management
23. ● Not all training programs focus on skill development, Many emphasize knowledge
acquisition, encompassing theory, concepts, principles, and competencies.
● Different teaching methods are required for knowledge-based training compared to
strictly technical training.
● Lecture followed by discussion is effective for knowledge-based training.
● The lecture phase should concentrate on presenting fundamental concepts and
principles essential for applying new knowledge in practical scenarios.
Teaching Techniques for Knowledge
Development
24. ● After the lecture, transitioning to a discussion phase
allows instructors to stimulate learners' critical thinking
through open-ended questions.
● Discussions help learners contextualize knowledge and
consider its practical application in their specific
scenarios.
● Discussion sessions aid learners in understanding how
acquired knowledge can be applied to their respective
roles and situations.
● Practical application discussions foster a deeper
understanding and integration of knowledge into real-
world scenarios.
Discussion Phase
25. ● Discussions facilitate the exchange of experiences among learners,
addressing unanswered questions from lectures and fostering a
deeper understanding of the subject matter.
● Active participation in discussions helps develop communication,
social skills, and critical thinking among learners.
● Successful discussions necessitate careful pre-planning and skilled
facilitation for optimal outcomes.
● The spontaneity of good discussions is often the result of
meticulous planning and adept facilitation techniques.
Importance of Discussions in Learning
27. Content focus
Content discussions are structured around a specific topic introduced by the
facilitator
Content-focused discussions, commonly utilized in training, require
meticulous pre-planning for optimal results.
Careful structuring and facilitation are essential to ensure content discussions
achieve their intended learning objectives effectively.
maintaining focus on the predetermined subject matter, like handling
employee disciplinary problems using a prescribed model.
28. ● The strategy discussion is focused more on the
process than on the content.
● The trainer may introduce a topic, but allows a much
freer discussion of the issue with little attempt to
control the discussion.
● facilitators encourage broad-ranging conversations,
introducing related topics.
● Even playing devil's advocate to provoke thorough
consideration of plans and their consequences.
Strategy focus
29. Brainstorming Sessions
● Trainers do little if any pre-planning and simply
encourage spontaneous participation and
interaction.
● Facilitator may introduce a process such as a
fishbone diagram to help stimulate thought.
● The main role is to encourage creativity and to
document the ideas as they are generated from
participants.
● While less common in training settings.
● brainstorming sessions are valuable for process
improvement and problem-solving
30. Choose Appropriate Topic
Prepare the Environment
Direct and Monitor the Discussion
Use Questioning Techniques to Deepen the
Discussion
Use Summarizing Techniques to Solidify
Learning
The Training discussion process model
31. ● Relevance:
○ Align the topic with the training program's overall
objectives and the trainees' specific needs.
○ Consider their current level of knowledge and
experience with the topic.
○ Choose something timely and relevant to their
current or future roles.
● Multiple Perspectives:
○ Select a topic that can be debated or interpreted
from different angles.
○ Encourage critical thinking and diverse
viewpoints to enrich the discussion.
○ Avoid topics with clear right or wrong answers,
as these can lead to unengaging debates.
Choose Appropriate Topic
32. ● Interest and Engagement:
○ Choose a topic that is inherently interesting and sparks curiosity in
the trainees.
○ Consider their passions and personal connections to the subject
matter.
○ Incorporate real-world examples, case studies, or scenarios to
make it relatable.
● Learning Potential:
○ Ensure the topic offers opportunities for deeper understanding and
practical application.
○ Encourage the trainees to reflect on their own experiences and
develop new skills.
○ Select topics that can be explored beyond the surface level through
discussion and critical analysis.
33. Examples:
● For Customer Service Training:
○ Relevant: Handling difficult customer interactions.
○ Multiple Perspectives: Balancing company policies with
customer satisfaction.
○ Engaging: Identifying effective de-escalation techniques.
○ Learning Potential: Developing active listening and empathy
skills.
34. Physical Space:
● Spaciousness: Avoid overcrowding for comfort and allow room for movement.
● Temperature and Ventilation: Ensure a comfortable temperature and proper ventilation to avoid lethargy or
drowsiness.
● Accessibility: Choose a layout that allows everyone to easily see and hear each other, regardless of mobility needs.
● Technology: Ensure necessary equipment like projectors, screens, and microphones are readily available and
functional.
Seating Arrangement:
● Circle or U-shape: Encourage direct eye contact and facilitate equal participation.
● Small group clusters: Foster focused discussions and collaboration within smaller teams.
● Variety of options: Allow participants to choose between desk chairs, comfy couches, or standing space for
personal preference.
● Minimize distractions: Turn off unnecessary noise sources and avoid placing clutter or visual distractions in
participants' line of sight.
Prepare the Environment
35. Examples:
● Leadership Training: Arrange chairs in a
large circle to emphasize collaboration and
open communication. Decorate the room
with inspirational quotes about leadership.
● Sales Training: Set up small discussion
clusters around tables to facilitate team
brainstorming and role-playing scenarios.
Have markers and flipcharts readily
available for capturing ideas.
● Creative Writing Workshop: Choose a cozy
space with comfortable couches and soft
lighting to stimulate imagination. Display
inspirational artwork or poems on the
walls.
36. Directing and Monitoring Training Discussions
● Questioning Techniques:
○ Open-ended questions: Encourage critical thinking and diverse perspectives. (e.g.,
"What challenges have you faced in applying this concept in your work?")
○ Probing questions: Dig deeper into existing ideas and encourage elaboration. (e.g.,
"Can you tell me more about what you mean by that?")
○ Clarifying questions: Ensure everyone understands the discussion points and avoids
confusion. (e.g., "So, you're saying that the key challenge is...?")
● Active Listening: Pay close attention to verbal and nonverbal cues to understand
participants' perspectives and adjust the discussion accordingly.
● Providing summaries: Briefly recap key points at intervals to maintain focus and reinforce
learning.
● Encouraging participation: Use strategies like calling on individuals by name, inviting shy
participants to contribute, and addressing all raised points.
37. Staying on Track:
● Gently Redirect: If the discussion strays from the topic, politely acknowledge the
detour and guide it back to the main theme. (e.g., "That's an interesting point, but
let's circle back to..." )
● Manage Time: Allocate time effectively for different discussion points and stick to
the schedule to avoid rushing or leaving important topics unexplored.
● Address Domination: If one participant monopolizes the conversation, politely
encourage others to share their views and ensure equitable participation.
● Handle Disagreements: Foster respectful debate while ensuring the discussion
remains productive and focuses on finding common ground or understanding
different perspectives.
38. EXAMPLE:
Leadership Training: When a debate on leadership styles becomes
heated, the trainer intervenes to encourage respectful dialogue and
highlight the value of diverse perspectives.
39. Using Questioning Techniques to Deepen Training Discussions
Open-Ended Questions:
● Why? Asking "why" pushes trainees to analyze
underlying reasons and explore different perspectives.
(e.g., "Why do you think this communication strategy
might be ineffective in this situation?")
● How? This focuses on practical application and
encourages creative solutions. (e.g., "How can we
adapt this conflict resolution technique to fit different
workplace scenarios?")
● What else? Invites further exploration and prevents
premature conclusions. (e.g., "What other factors
besides workload and deadlines might contribute to
employee burnout?")
40. Probing Questions:
● Could you elaborate on that? Encourages participants to provide more detail and clarify
their thinking.
● Can you give an example of what you mean? Makes abstract concepts more concrete
and relatable.
● Have you considered the potential consequences of this approach? Promotes thoughtful
analysis and identification of potential challenges.
Clarifying Questions:
● Did I understand you correctly that...? Ensures everyone is on the same page and avoids
misunderstandings.
● Can you rephrase that in a different way? Helps ensure clarity and identify any ambiguity
in communication.
● Let me make sure I have this straight. So, the main point is...? Summarizes key points and
reinforces understanding.
41. Using Summarizing Techniques to Solidify Learning in Training
Discussions
Benefits of Summarizing:
● Reinforces Key Points: Briefly restating important takeaways ensures they stick in the
trainees' minds, especially after a dynamic discussion.
● Clarifies Understanding: Summarizing can identify any lingering confusion or missed
connections, prompting further discussion or clarification.
● Connects Ideas: Synthesize different viewpoints and highlight the main themes that
emerged through the discussion, fostering a sense of cohesion.
● Promotes Application: By emphasizing actionable takeaways, summarizing
encourages trainees to translate their learnings into real-world scenarios.
42. Effective Summarizing Techniques:
● Variety is Key: Don't just repeat yourself. Use phrases like "In essence," "To summarize," or
"The overarching theme seems to be..." to keep it fresh.
● Focus on Takeaways: Prioritize actionable insights and key learning points over every detail
discussed.
● Encourage Participation: Invite trainees to contribute to the summary, ensuring it resonates
with their understanding.
● Connect to Objectives: Remind trainees how the discussion aligned with the overall training
objectives, solidifying the relevance of their learnings.
Example:
Leadership Training: Following a debate on delegation styles, summarize by saying, "While
there are different approaches, the central theme seems to be empowering your team,
providing clear direction, and setting achievable goals. Effective delegation allows you to
leverage your team's strengths and maximize productivity."
43. Thanks!
Group 6
215122007 AKILAN R
215122021 GEETHANJALI S
215122034 MADHUBALA K
215122047 P DANISH
215122062 SILMARTH JYOTHIKA
215122066 SOORYANJALY C R
215122077 STUTI SAMARPITA KHATUA
