A- Final Pre-training Comm

8/13/2019 A- Final Pre-training Comm

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Pre-Training CommunicationFacilitation of training with focus on Trainee(Motivation, Reinforcement & Goal Setting)

Presented By:

Richa Chopra

Priya Mathur

Parinita Popli

Deepshikha

Renu


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Training Design Process

1. Training needs assessment

2. Pre-training communication

3. Ensuring employees readiness

4. Create learning environment

5. Ensure transfer of training

6. Develop evaluation plan

7. Chose training method

8. Evaluation and improvement


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Pre- Training Communication

For effective execution of training and developmentprogram, it is very important that it is communicated to

the trainees well in advance

Trainees should be informed and briefed about the

schedule and content of the training so that it can beconducted without any hindrances.

The Trainer should plan his training keeping in mind the

targetaudiencei.e., the trainees.


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Contents Of Pre-training

Communication

Date, time, venue, duration

Training curriculum Training instructions

A good trainer spends time introducing himself

and asking the trainees to introduce themselvesbefore beginning with the training to facilitate

easy communication.


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Advantages

Better trainee motivation

Lesser absenteeism

Helps avoid confusion

Gives clarity about purpose of training

Traineesconfidence in training program

Better understanding of needs of trainees

Helps sync trainee and organizational needs


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Steps For Effective Communication

Step 1:

Be clear about your overall communication objectives. What

do you want to achieve, when and why? Record your overall

objectives in your plan.


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Step 2:

Identify and list your different audiences. Think of "audiences" as groups that you need to

communicate with. Any one person may be a member

of several audiences. As an example, consider a project

communications plan that has four audiences: All people working in New Jersey Office.

All people working in Sydney Office.

Customer Services Teams.

HR Managers.


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Step 3:

Now drill down into your communication objectives and

clarify specific objectives for each audience. A goodway to do this is to think about the audience's needs

what do they need and want to know from you? List all

the objectives (there may be several) for each audience

in your plan.


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Email

Newsletter

Teleconference Notice boards

CEO briefing

Posters

Lunchtime meeting

Intranet article

Launch event

Team meeting

Podcast on intranet

Step 4:

Deciding the communication Channel. Take not of all the

possible communications channels you could use. Some of

them may be:


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Step 5:

To plan out the message for each audience, start by

thinking about the broadest audience groups first. Inour example, the broadest audience might be "All

people working in New Jersey Office" and "All people

working in Sydney Office".

What does the audience need and want to know? When do we need to communicate?

What is the regular or preferred channel for reaching

this audience?

For this specific audience and message, what is themost effective way to get your message across?


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Step 6:

It's good to get feedbackon the communications you have

planned and implemented. Ask people from different

audiences how you are doing. Check they understand themessages you need them to hear. By getting timely

feedback, you can tune any future communications that

you have planned to better meet people's needs or fill any

gaps so far.


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Motivation


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Motivation

Motivation is the word derived from the word motivewhich means needs, desires, wants within the

individuals. In the work place context the psychological

factors stimulating the peoplesbehavior can be -

desire for money success

recognition

job-satisfaction

team work


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Importance of Motivation In Learning

Motivation stimulates trainees to think, concentrate

and learn effectively. Motivation influences the rate of

learning, the retention of information and desire to

learn. When not well motivated, a trainee learns very

little with difficulty as he sees no need to learn.

Motivation should be started during the introduction

of the lesson to ensure the trainees interest and to

direct attention to what is to be learnt. It should not

stop at the introduction stage, but be continued

throughout the entire lesson presentation.


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Techniques of motivation

1. Show the need for the lesson

Do not assume that trainees recognise the lessons importance. No,

show the benefit of the lesson to the trainees needs.

2. Arouse and maintain interest

Be interesting in your lesson presentation. Be enthusiastic and

illustrative, exemplary. Use effective teaching aids. Be humorous andreasonably entertaining.

3. Increase chances of early success

Encourage trainees at early stages of training to work on projects that

they can complete successfully. Success motivates trainees, it

encourages extra effort. Success is achievement.4. Give recognition and credit where due.

Appreciate heartily where a trainee does a good job, individuals crave

for social approval give credit where it is due. Praise generously

trainees with correct and good responses.


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5. Praise, avoid blame

Praise is a powerful reward and incentive for work well done.

Blame is destructive. Offer constructive criticism in a positivediplomatic manner.

6. Avoid emotional responses

Emotional reactions to trainees anger and frighten them. This

distracts them from the subject being taught.7. Be professional

Set an exemplary example. Trainees emulate instructors. He is

the model. Be motivated to teach and the trainees will be

motivated to learn.

8. Set clear goals

Ensure that trainees understand what you are teaching them,

and what they have to know and do, as a result.


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9. Give responsibilities

Give trainees the opportunity to do what is expected of them

on their own. This instills confidence and increases

motivation.

10. Treat trainees as special individuals

Give each trainee his/her due respect as befits him/her.

Recognize individual skills and promote them. Attend to

individual needs.

11. Give correct guidance

Provide correct and good support when needed, especially at

the time of difficulties, i.e. sickness, lack of fees, hunger, slow

learning etc.

Documents

A- Final Pre-training Comm