Nird Training Techniques

ParticipatoryTraining Techniques

Dr. R. Prakash ProfessorKerala Agricultural UniversityCollege of Agriculture,Vellayaniprakasraja@gmail.com(M)9446331825

“Genius without education is like silver in the mine.”

Benjamin Franklin

What is training?

• Acquisition or development of knowledge, skills, techniques, attitudes and experiences which enable an individual to perform better.

• To prepare an individual to carry out his present job satisfactorily or to preparer him for greater responsibility.

Characteristics of Adult Learners• Prior knowledge & experience• Self-directed learners• Critical thinkers• Experiential learners

Learning is a change of behavior occurring from the process of internalizing knowledge, skills, or attitudes.

Motivation: What’s In It For Me

• Job requirement • Personal interest in subject• Professional enrichment• Advancement potential

Trainer’s Tips

• Plan, Prepare & Practice• Know your audience (experience level, comfort level, #

of attendees)• Involve learners (partner & team activities)• Encourage comprehension over content• Relate instruction to participant’s job needs• Solicit feedback during class & final evaluation• Training is a process not an event that has measures &

can be improved

Trainer’s Tips Cont.• Checklist, include materials needed (handouts, staff

resources, supplies, equipment, cars, etc.)• Get enough sleep & watch what you eat• Realize your limitations• Have reliable directions• Learn from others• Use good visuals• Use time wisely & according to agenda

Communication

• Establish session objectives• Be heard and understood• Ensure movement• Show enthusiasm• Create rapport• Prepare for questions

Trainer’s Cardinal Rules• Know Yourself

• Know the Audience

• Know the Subject

• Know the Environment

Training Techniques

• Qualities of Instructors

– Patience– Respect– Appearance– Empathy

Training Techniques

• Qualities of Instructors (con’t.)

– Leadership– Enthusiasm– Preparation (materials, facility, scheduling)– Knowledge and experience

Synergy -- Generating “Critical Mass”

• Increasing the level of interest & involvement within the class -- a synergistic effect.

• Critical mass - the yield is greater than the investment.

Performance-based Credibility

• People accept information more readily... when it’s well presented.

The ATTENTION Factor• It’s much easier to “tune in”…

become involved… and learn with a cohesive, interesting presentation.

The Adult Learner• Relies on prior knowledge &

experience• Underestimates own ability to

learn• Makes immediate application

of learning• Pursues accuracy rather than

speed

How Adults Learn• 10-20% of

what they HEAR

20-30% of what they SEE 90% of

what they DO

Adult Learning:Impact on Training

• Fit material to frame of reference

• Older attendees may not see as well

• Ability to hear clearly may diminish with age

Six Ps of Preparation•Prepare the Environment•Program Flexibility•Proactive Readiness•Preparation Time•Platform Skills•Practice, Practice, Practice

Expect the Unexpected• Murphy’s Law

Rules

• Make the unexpected a friend

Keep Your Options Open

• Be prepared to, and capable of presenting the material utilizing minimal technology!

Putting Variety in Your Tool Box

Use various training techniques

to add INTEREST to your

presentation

Selection of Technique

• Cognitive and behavioral methods/techniques

• Depends on– Objectives of Training– Needs Assessment

• Organization, Task and Person Analysis• Resources

CHOICE OF TRAINING TECHNIQUES-FACTORS

• HUMAN FACTORS Trainer Participants Enviornment

OBJECTIVES

• Knowledge

• Skills

• Attitudes

TIME AND MATERIAL FACTORS

• Time

• Finance

• Facilities

LECTURE

A talk given without much, if any, participation in the form of questions or discussion on the part of the trainee

Traditional Techniques: Lecture• Variations

– Standard– Team Teaching– Guest speakers and Panels– Trainee Presentations

• Advantages– Low cost, accepted, useful for large groups

• Disadvantages– not sensitive to individual differences– One way communication; no feedback

• Use: Goal is knowledge, use with other techniques

TALK

A talk incorporating a variety of techniques, and allowing for participation by the trainees

DISCUSSION

Knowledge ,ideas and opinions on aparticular subject are freely exchanged among the trainees and the trainer

Managerial/Interpersonal Skills

• Case Studies• Business Games• Role Plays

– meaningful activity; simulates real life; trainee takes seriously– Debriefing/processing criticalBrainstorming

• Laboratory Training (“T” or sensitivity groups)– “here and now”, feelings, disclosure, communication and feedback– increases personal growth; understanding of self and others– Voluntary; screening of participants, trained facilitators

ROLE PLAY

Trainees are asked to enact, in the training situation, the role they will be called upon to play in their job of work

Role Playing is a training technique in which participants assume an identity other than their own to cope with the real or hypothetical problems in human relations And other areas

BRAINSTORMING

• A specialized form of discussion.• It is commonly used in real problem solving

situations• Its most frequent use is to teach learners to

suspend judgment until a maximum number of ideas have been generated.

• To train people to listen positively to the ideas of others

CASE STUDY

A history of some event or set of circumstances, with the relevant details, is examined by the trainees. Case studies fall into two broad categories

a) Those in which the trainees diagnose the causes of a particular problem

b) Those in which the trainees set out to solve a particular problem

EXERCISES

Trainers are asked to undertake a particular task, leading to a required required result, following lines laid down by the trainers

APPLICATION PROJECT

Similar to an exercise but giving the trainee much greater opportunity for the display of initiative and creative ideas.

IN-BASKET(IN TRAY)

• Trainees are given a series of files, papers and letters similar to those they will be required to deal with at the lace of work.

Trainees take action on each peace of work.

Business games

Trainees are presented with information about a company. They are given different management roles to perform. These groups then run the company.

SENSITIVITY TRAINING(GROUP DYNAMICS)

Trainees are put into situations in which the behaviour of each individual in the group is subject to examination and comment by other trainees

Summary of Instructional Techniques

• Trainers have access to a variety of different techniques• Each technique has strengths and weaknesses• Selection depends on

– Trainee aptitude and needs– objectives of training– availability and cost

• Where possible, use a combination of techniques.

Make Learning “ACTIVE”

• of what they READ• of what they HEAR• of what they SEE• of what they SEE & HEAR• of what THEY SAY• of what they DO

10%20%30%50%70%90%

People remember ...

Creating the ClimateFactors…

• Physical

• Emotional

• Intellectual

Establishing a Rapport• Greet participants• Encourage

communication• Non-attribution of

comments • Ice-breaker

Create a “Shared Experience”

» Introduce yourself

• Self-introductions • Generate mutual

recognition and a sense of “group”

• Talk “with”not “to”• trainees

Capitalize on the Situation

• Be receptive…• Allow sharing of

experience• Recognize diversity• Encourage mutual

respect, openness & collaboration

Direct Traffic• Facilitate Flow

of Information• Job is to

“orchestrate”• Find the

Balance

Non-Verbal Presentation Techniques

• Make eye contact • Use your voice effectively• Use appropriate motion

and gestures

Conclusion of training

– Answer questions– Administer test(s) (if needed)– Summarize the material covered– End training

• Conclude training• Answer additional questions• Announce start time/location of next class (as appropriate)

In Conclusion...• Prepare

• Vary techniques

• RELAX

• HAVE FUN