training the trainer (ojt) - day 1

Train the Trainer

Before we start,share with Me

Learning is a treasure that will follow its owner

everywhere. Chinese Proverb

Agenda Four-day session

Commences at 9:30 am

Ends at 3:30 pm

Lunch Break

Exercises (Individual & Syndicate) & Assessments

Two coffee breaks

Silent mode for your mobile phones

Excuses not allowed

Objectives

Practice easy and effective ways to begin off- or on-the-job training.

Identify different ways employees prefer to learn and how to adjust the trainer's teaching style to be successful.

At the end of this session, the participant should be able to:

Objectives

Break down a task easily to identify prerequisites and how much practice is required to learn a new skill.

Select the right method to train employees.

Identify techniques to make teaching with "live" equipment both safe and successful.


Objectives

Coach and correct errors effectively.

Practice making training interesting, not boring.

Practice ways to get good responses during training


Course Outline Day 1: Training & Development Definition

Training Benefits

Learning Principles

Retaining and Recalling Knowledge

Cardinal Rules of Memory

Learning Styles

Creating a Rounded Learning Experience for Others

Training Methods

The Qualities of an Effective Trainer

Identifying Training Needs

Training & Development

Training is the process of acquiring specific skills to perform a job better. It helps people to become qualified and proficient in doing some jobs so that:

Definition

they may become as well qualified as possible to do their job;

they become qualified to perform in positions of greater difficulty and responsibility;

Training Benefits

1. Associates

2. Management

3. Trainer

The benefits of training positively affect the following individuals:

Group Exercise (1)

Training Benefits

1. Improves morale of employees:Training helps the employee to get job security and job satisfaction.

2. Less supervision:A well trained employee will be well acquainted with the job and will need less of supervision.

3. Fewer accidents:Errors are likely to occur if the employees lack knowledge and skills required for doing a particular job.

The benefits of training can be summed up as:

Training Benefits (Continued)

4. Chances of promotion:Employees acquire skills and efficiency during training. They become more eligible for promotion.

5. Increased productivity:Training improves efficiency and productivity of employees.

1. Learning can be said to take place when there is a permanent change in Behavior.

2. To bring about a specific kind of change, certain methods are more effective than others.

3. Changes are unlikely to take place unless the learner is motivated to learn.

Learning Principles

Any effective training program utilizes the following principles of learning:

4. Learning is an internal process that involves taking your own experience and adapting it to what your needs are at the time.

5. Learning is a thinking process.

6. Learning is largely an associative process of relating one thing to another.

Learning Principles

Any effective training program utilizes the following principles of learning: (Continued)

7. Learning is enhanced by applying the skills and knowledge.

8. Learning by understanding is retained.

9. Repetition helps retain knowledge.

Learning Principles


10. Previous learning tends to be transferred to specific situations only when the learner perceives it to be relevant.

11. Learning is often resisted if it means replacing comfortable, established attitudes and ways of doing things with new attitudes and ways of doing things.

Learning Principles


Retention is the mind's ability to take in and store information.


Definition:

Recall is the mind's ability to select that information when needed.

1. First and Last (order presented)

2. Recentness

3. Association (linking/connectivity)

4. Outstandingness

5. Review

The five major factors in the mind's ability to recall information are:


People may completely understand all the information presented during a learning session, yet not be able to recall much of the information later.

Concentration and Attention Span


Are critical for maintaining concentration and maximizing learners' ability to recall the information being presented.

Maintain the recall curve at a high level by taking advantage of the fact that the mind tends to recall information presented at the beginning and end of a session.

Reduce muscular and mental tension which tends to build up during periods of concentration.

Breaks


Normal sentence structure is not the best way to remember information.

90% of all words are not necessary for the purpose of recall.

By organizing material to be taught around key concepts, phrases and words, the trainer can assist learners to recall and retain important information.

Key Words and Concepts


Key words or phrases enable the learner to associate, link and connect the information with other knowledge, images and experience (an important factor in recall).

Key concepts, words, and phrases also enable the learner to organize and prioritize the material around the most important information.

Key Words and Concepts (Continued)


The use of key concepts, words, and phrases is not only more effective, but also saves time for both trainers and learners.

Images and symbols can also be used by the trainer to enhance recall.

Key Words and Concepts (Continued)


Imagination

Association

The cardinal rule for remembering something is to use:


1. The Senses

2. Movement

3. Association

4. Humor

5. Imagination

It can be done using:


6. Numbering

7. Symbolism

8. Order of Sequence

9. Exaggeration

10. Positive Images

It can be done using:


1. Crashing and sticking things together.

2. Placing things in new situations, on top, underneath, or inside of each other

3. Substituting things for one another

The trainer can use imagination and association by:


4. Weaving and wrapping things together

5. Having things talk, dance, or share their color, aroma, or function

The trainer can use imagination and association by:


Learning Styles

Learning Styles – Honey & MumfordActual Experience

(Activist)

Observation & Reflection(Reflector)

Forming a Rule(Theorist)

Deliberate Testing(Pragmatist)

Learning StylesStyle Attribute Activities

Activist

Activists are those people who learn by doing. Activists need to get their hands dirty, to dive in with both feet first. Have an open-minded approach to learning, involving themselves fully and without bias in new experiences.

Brainstorming, problem solving,group discussion, puzzles,competitions, role-play

Back


Activist



Reflector

These people learn by observing and thinking about what happened. They may avoid leaping in and prefer to watch from the sidelines. Prefer to view experiences from a number of different perspectives, collecting data and taking the time to work towards an appropriate conclusion.

paired discussions, self analysisquestionnaires, personalityquestionnaires, time out,observing activities, feedbackfrom others, coaching

Back


Activist



Reflector



Theorist

These learners like to understand the theory behind the actions. They need models, concepts and facts in order to engage in the learning process. Prefer to analyse and synthesise, drawing new information into a systematic and logical 'theory‘.

Models, statistics, stories,quotes, background information,applying theories

Back


Activist



Reflector



Theorist

These learners like to understand the theory behind the actions. They need models, concepts and facts in order to engage in the learning process. Prefer to analyse and synthesise, drawing new information into a systematic and logical 'theory‘.

Models, statistics, stories,quotes, background information,applying theories

Pragmatist

These people need to be able to see how to put the learning into practice in the real world. Abstract concepts and games are of limited use unless they can see a way to put the ideas into action in their lives. Experimenters, trying out new ideas, theories and techniques to see if they work.

time to think about how to applylearning in reality, case studies problem solving, discussion

Back

Learning Styles

Style Strengths Weaknesses

Activist

Open to change Flexible Open minded Thrives on risk and challenge

Takes risks unnecessarily Easily bored Constantly seeks new

activities

Reflector

Thoughtful Methodical Good at listening Can often summarize well

Reluctant participant Overly cautious Unassertive private

Theorist

Logical thinker Rational Objective disciplined

Low tolerance of disorder Low tolerance of intuition Tendency towards perfection

Pragmatist

Practical Realistic Business like Technique orientated

Task orientated Low tolerance of waffle Limited interest in theory

and principles

Be aware of your preferences and the range of preference of your audiences. Provide a balanced learning experience by:


Sensory – Intuitive:Provide both hard facts and general concepts.

Visual – Verbal:Incorporate both visual and verbal cues.

Be aware of your preferences and the range of preference of your audiences. Provide a balanced learning experience by:


Active – Reflective:Allow both experiential learning and time for evaluation and analysis.

Sequential – Global:Provide detail in a structured way, as well as the big picture.

1. On the job training: On the job training methods are those which are given to the employees within the everyday working of a concern.

Ways/Methods of Training

2. Off the job training: Off the job training methods are those in which training is provided away from the actual working condition. It is generally used in case of new employees.

1. Approachable

2. Empathetic

3. Honest

4. Trustworthy

5. Have integrity

6. Non judgmental

7. Patient

8. Having sense of humor

Qualities of An Effective Trainer

Training needs arise in your department due to:


1. Internal Influences2. External Influences

For example:

They may have needs because their present performance fails to match the established standards of the business

Changes arise which affect their present work They are, or may be, changing jobs Etc.

Analyzing training needs is most effective when it is done in collaboration with the individual or group concerned. By holding a discussion you can help them to identify the areas for development and agree what the priorities might be. Analyzing needs and gaining the agreement of the individual or group concerned can help to motivate them towards development.

Training Needs Analysis (TNA’s)

The benefits are:

Benefits of Conducting TNA’s

Identify exactly what the problem is Identify where the problem lies Plan how you might solve the problem Save time

Group Exercise (2)

Review (1): Training & Development Definition

Training Benefits

Learning Principles



Learning Styles


Training Methods

The Qualities of an Effective Trainer


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http://www2.pathfinder.org/pf/pubs

References

http://www.mindtools.com

http://www.managementstudyguide.com

Information and Privacy Training Series, Governoment of Columbia

http://www.trainingbubble.com

Stonebow, UK

http://www2.pathfinder.org/pf/pubs

http://www.mindtools.com/

http://www.managementstudyguide.com/

http://www.managementstudyguide.com/

Thank you.and looking forward to

seeing you all tomorrow IA

training the trainer (ojt) - day 1

Education