Development Implementation of Training

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:


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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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

Documents

Development Implementation of Training