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8/2/2019 Development Implementation of Training
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Development Of Training
The development phase of
training shows two inputs:
Alternative method
for instruction
Factors that facilitate learning and
transfer.
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Development Phase
Determined factorthat facilitatelearning and
transfer
AlternativeInstructions
Methods
InstructionalStrategy
Program DevelopmentPlan
Instructional Materials
Instructionalequipments
Trainee and trainerManual
Facilities
Trainer
Input Process Output
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The strategy is compiled in a written document, often called a programmedevelopment plan.
This plan details the methods, materials, equipment, facilities and trainersfor the training programme.
Instructional Strategy
Three issues that instructional designers consider when they devisean instructional strategy: How will course material be grouped and sequenced?
What instructional methods and tactics will be used to presentmaterial?How will assessments measure a learner's success?
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The important issues to address in the development of the instructionalstrategy are:
Instructional Strategy
1. Content: Learning points
It is an important piece of information that a trainee must acquire to
accomplish the learning objective.2. Materials and equipments
Document all the necessary material such as text, overheads, and the like,
and the time frames for their completion
3. Trainees manual
To keep the trainees interest and their complete involvement in
discussions, provide notes on all the information that will be presented.4. Trainers manual
It provides al the information in the trainee's manual and the information
on what the trainer needs to do it and how to do it
5. FacilitiesIf the training is taking place in the companys facility, be sure the
room is available by reserving it. If the training will be off- site , thenbe selective as to design of the room.
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Instructional Strategy
6. The Training room (Furniture, Furniture- set up)
Whether you are designing a training facility or going off-site to train,many factors contribute to making the training room, a learner friendlyenvironment.7. Off site training facilityGoing off site allows the trainer to choose a facility compatible with theneeds of the particular training event.
8. The TrainerTo develop a successful training program is to use a seasoned trainer and amanager to team teach the training programme.9. Trainer KSAsAlthough most of the knowledge and many of the skills required of a trainer aretrainable, it would be best to be able to begin with individuals who alreadypossess the attitudes identified because attitudes are more difficult to change.
10. OJT TrainersOn- thejob trainers are usually classified as a job holder or supervisor for the
job for which they are providing training. As a result, there are some uniqueissues to consider. For OJT programs to be effective, the trainers needs to:Know the job to be trainedBe skilled as trainers
Be motivated to be trainersBe knowledgeable in the interpersonal skills
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Trainer KSAs required of an Effective
Trainer
Knowledge
Subject matter
organization
Adult Learning
Process
Instructional
methods
Skills
Interpersonal Communication Skills
Verbal skills (ability to explain clearly)
Activity Listening ,Questioning,
Provide feedback
Platform Skills (ability to with
Inflection ,gesture appropriately and
maintain eye contact )
Organizational Skills (ability to
present information in logical order
and stay on point )
Attitude
Commitment to the
organization
Commitment to helping
others
High level of self-efficacy
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Alternatives to Development
Alternatives
Focus on
smallbusiness
ConsultantOutside
seminars
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Implementation
ProgramDevelopment Plan
InstructionalMaterials
Instructionalequipments
Trainee andtrainer Manual
Facilities
Trainer
Dry run
Pilotprogram LearnedKSAs
EvaluationImplementation
Input Process Output
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Implementation of training
To put training program into effect according to definite plan or
procedure is called training implementation.
Training implementation is the hardest part of the system because
one wrong step can lead to the failure of whole training program
Training implementation is the hardest part of the system becauseone wrong step can lead to the failure of whole training program.
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Implementation Ideas for Training
Icebreaker- an icebreaker is a game or exercise that prompts trainees to get
involve in meeting and talking to others. It design to generate energy that will
transfer rest of the training.
Learning objective- another useful step at beginning of training is to review the
learning objectives. This will understand the need to learn the KSAs.
Provide Variety- provide variety during training to maintain interest. It is known
attention begin decline after 15 to 20 minutes of lecture, be sure to provide
breaks, activities, and the like to keep trainees interested in what you are saying.
Keep a watchful eye on the trainee to signal time for break . Even 5 min stretch
can help.
Exercise or game- a game or exercise is helpful in retaining the learning, valuable
for gaining and maintain interest, assuming that the games are relevant.
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Steps of implementation of training
Step 1- The experiences: In this all trainee
begin by sharing a common experiences. Theexperience should not related too closely to the
actual work setting.
Step 2- The lecturette: After experiences, the
trainer provide information related to topic at
hand. This can be lecture, a video, or some
other form.
step 3Processing the information and
experiences: In this all trainees work in small
groups to discuss their experiences, basedon
the information they just received.
Step 4- generlizability: Main aim of this step to
see how the learning is relevant to situation
outside the training or on the job
.
Step 5- practice: The trainee receive another
task similar to actual job so they can practicethe newly found or learnt skill.
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Implementation Ideas for Trainers
Preparation: As a, trainer you need to arrive at the training site earlyenough to ensure insure everything is in order. It includes checkingsitting arrangements, material etc. before trainee begin to arriving.
First impression: It is impression made by trainer on trainee mostly incase of physical appearances. Like his/her clothes, shoes, hair etc.
The start of training: When trainee begin to arrive, greet themindividually. Small talk with individual trainees before the session helpsmake them comfortable and, in turn, will facilitate discussion once thetraining begins.
The podium: to avoid any barriers trainer can use podium forcommunication as it make easy for both trainer and trainee to maketwo way communication.
Communication: listen and ask question carefully, provide clearinformation with each exercise used and moving around while talking.
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Tips on dealing with different trainees(1,2)
1. Quiet Trainee : Involve them in small group discussion.
Rotate the person who is responsible for GD.
Do not attempt hard to get trainee participate.
2. Talkative Trainee:
Tone down the trainee input but dont embarrass anyone.
Ask others for their opinion.
Ask trainee to speak in private.
3. Angry Trainee:
Trainee must be dealt early on before they disturb the class.
Ask trainee to identify the way he would be able to use training.
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Tips on dealing with different trainees(2,2)
4. Comedian Trainee :
These trainee are gift and a curse.
If jokes get out of hand, talk with the comedian.
Ignore if joke is directed towards trainer.
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Dry Run
Two important steps that should be completed before training is Dry Run
Pilot program
Dry run : is designed to determine the value and clarity of various pieces of
training.The trainer should be someone involved in training design anddevelopment. For effective dry run choose some potential trainee.
Its important ask participant list of questions :
Is the situation realistic for the organization? If it is not, future trainees might
dismiss the training as being irrelevant. Is the information and direction for the exercise clear enough for trainees to do
the exercise?
Is the time allocation too long or short ?
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Pilot Program
Pilot Program : differ from dry run as dry run refines the training toeliminate any major glitches pilot program even focuses on minor glitches.Trainee are chosen carefully so that they could spread word about training inorganization. The words should be positive, so that when new trainee joins,they could bring positive expectation.
The main goals of pilot program are:
To provide the trainees with the relevant training
To assess further the timing and relevance of modules and various trainingcomponents
To determine the appropriateness, clarity and flow of material.
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Transfer Of Training
Is use of training input in actual workplace.Actual learning after training .
Implementation of skill and knowledge after training.
Example : purchase department where employees dint implementedwhat they learnt from training.
Three areas need to be considered :1. Training participant attributes.
2. Training program design and delivery.
3. Workplace Environment.
P Output
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Supervisor
And
Peer Support
Trainer
Support
Post-Training
Self-Efficacy
Learned
KSAs
Relapse
Prevention
And
goal setting
Supportive
Climate
Alignment of
Reward
System
Practice Learned
KSAs on the Job
KSAs Transferred
To the job
Valance of
Outcomes
Process Output
Transfer of Training
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