TRAINING

Part 3: METHODS OF INSTRUCTION

2011-05-24T03:24:00.000-07:00

OBJECTIVE

At the end of this session, you’ll be able to:

Ø Tell which group-based learning methods involve learners as spectators, and which as contributors.

Ø Identify 9 group-based training methods and list the advantages and limitations of each.

LEARNING METHOD:

Learning Thru Spectating

3 types of ‘spectating’ learning:-

1. Lectures

2. Videos and films

3. Demonstrations

Learning Thru Contributing

Can be divided into 2 groups:-

1. Dependent on interaction between people

Ø Brainstorming

Ø Discussions

Ø Role Play

2. Learn primarily from the activity and only independently from each other

Ø Case Studies

Ø Exercises

Ø Simulations

LECTURES – Advantages

Ø Used for large groups

Ø Moves quickly thru material

Ø Large amount of info in short time

LECTURES – Limitations

Ø Very low to no involvement

Ø Highly dependent on trainer’s interpersonal skills and techniques.

VIDEOS AND FILMS

If you decide to use a video or film:

Ø Check it first (functional & relevant)

Ø Check whether the equipment is available and functional

Ensure you can involve learners in the video/film

VIDEOS AND FILMS – Advantages

Ø Good examples are lively, interesting and motivating

Ø Consistent messages

Ø Perfect for showing processes

Ø Powerful attitude changer with emotional appeal

VIDEOS AND FILMS – Limitations

Ø Difficult to relate to local subjects

Ø Low involvement & interactivity

DEMONSTRATIONS

Ø Illustrate a task/procedure or the use of equipment

Ø Effective if learner have the chance to try it immediately

Ø Suit any type of objective with specific procedure/skill/reflex behavior

DEMONSTRATIONS – Advantages

Ø Relates theory to performance

Ø Able to observe and learn by imitation

Ø Learners able to clarify & feel motivated

DEMONSTRATIONS – Limitations

Ø Highly dependent on trainer’s skill

Ø May need certain equipment or tools to make it effective.

BRAINSTORMING

Basic rules:

Ø Go for quantity

Ø Note every idea without judgment

Ø Do it quickly

BRAINSTORMING – Advantages

Ø High level of involvement from trainees

Ø Opportunity to contribute ideas in safe environment

Ø Gets everyone thinking about subject

Ø Quick feedback for learners

BRAINSTORMING – Limitations

Ø Drift off point/develop wrong point

Ø Inappropriate ideas

Ø Can be loud and anarchic

DISCUSSIONS

Form into small groups 4-6 people

Lead either by trainer or organize independently

Good for:

Ø Changing attitudes

Ø Comparing experience

Ø Developing commitment

DISCUSSIONS – Advantages

Ø Contributions are pooled

Ø High level of participation

Ø Sense of equal status

Ø Misconception can be identified

DISCUSSIONS – Limitations

The larger the group, the less participation by each member.

Difficulties can arise if:

Ø Leaders are not skilled

Ø Domination of individual

ROLE PLAY – Advantages

Ø Active learning experience

Ø Get feedback from group

Ø Assess real life situations

ROLE PLAY – Limitations

Ø High level of preparation

Ø Trainees may refuse to get involved in acting

ROLE PLAY – Features

Ø Learners given roles to play e.g. a counselor meeting a client

Ø The role player must be brief on their task and situation, their feelings and what they have learned

CASE STUDIES

A story which documents a situation or event involving characters

It may be in the form of:

Ø A case illustration

Ø A case problem

Ø Can be presented in the form of

Ø Paper print with graphs,diagrams etc.

Ø Video or film

CASE STUDIES – Advantages

Ø Should relate closely to learner’s environment and knowledge

Ø Involves feelings, attitude and belief as well as skills and knowledge

CASE STUDIES – Limitations

Ø Initial preparation is time-consuming

Ø Case leader must be skilled

EXERCISES – Advantages

Ø Excellent for reinforcement

Ø Trainee involvement is guaranteed

Ø Fairly easy to facilitate

EXERCISES – Limitations

Ø Can be seen as a sole reason for doing the course

Ø Can tend to dominate events

SIMULATIONS – Advantages

Ø Rich learning experience

Ø Enable learners to make mistakes w/o damaging real equipment/people

Ø Combination of case study and role play

SIMULATIONS – Limitations

Ø Hi-tech simulators are very expensive

Ø Expensive and time consuming to prepare

CONCLUSION

Choose appropriate combination of methods to suit the learning objectives and environment

Part2: DESIGNING A LESSON PLAN

2011-05-24T01:00:00.001-07:00

OBJECTIVE

l At the end of this session, participants will be able to describe and write a lesson plan.

LESSON PLAN

A lesson plan is a blue print for the design of a training session. It should contain at least:

Ø Title of the session

Ø Objective of the session

Ø Time duration for the session

Ø Schedule of the content

Ø Topics for lecture & discussions

Ø Process of delivery

Ø Audio visual aids

Ø Administrative information

Ø Group size

Ø Equipment required

Ø Handout material

Ø Room arrangement

BENEFIT OF A LESSON PLAN

l A record of what will be covered in the session.

l If a trainer is indisposed/absent, another trainer can replace him/her.

l Assure consistency in the delivery of the subject matter.

PREPARING CLASSROOM ENVIRONMENT, EQUIPMENT AND INSTRUCTIONAL MATERIAL

OBJECTIVE

l At the end of this session, participants will be able to describe the preparation needed for a classroom environment, equipment and instructional material

CLASSROOM ENVIRONMENT

l Selecting a suitable place (classroom) to conduct training/session is essential.

Make sure you consider these factors before selecting venue:

¡ Safety aspects

¡ Comfort

¡ Accessibility

¡ Facilities

¡ Arrangements

SAFETY FACTOR

l Adequate exits

l Access for handicapped person

l Emergency telephone

l Fire alarm & extinguishers

l First aid box + first aider-Safe electrical connections

COMFORT

l Adequate lighting

l Able to control temperature

l Adequate ventilation

l Limitation of external noise

ACCESSIBILITY

l Transportation available

l Ease of traffic

l Availability of parking area

l Easy to find venue

FACILITIES

l Adequate toilet

l Source of electricity and proper connections

l Public phones/pay phone

l Luncheon area

CLASSROOM ARRANGEMENT

l Classroom style

l Discussion group arrangement

l U shape

l Chairs only (or with chair top)

l Etc..

EQUIPMENT & INSTRUCTIONAL MATERIAL

l Whiteboard & marker

l Flipchart

l Whiteboard eraser

l Pen/pencil and blank paper

l Sharpener

l Drinking water & sweets

l Handouts/Notes/Textbooks etc.

l Program

l OHP/LCD projector

l Evaluation form

l Name tags/table top name tag

l Attendance list

l Certificates

l Trainer’s biodata/resume

Part 1: ADULT LEARNING

2011-05-24T00:21:00.000-07:00

TRAINING METHODOLOGY

OBJECTIVE

• Participants will be able to demonstrate all of the activities in this unit

Overview

• Study & discuss ways of analyzing the needs of the group

• Identifying training goals

• Formulating training objectives

PEOPLE (THE ADULT LEARNER)

• Learning

• Readiness to learn

• Motivation

• Adult learning characteristics

LEARNING

• Learning is observable by the learner and his instructor

• Learning is a result of exposure to new information or skills

• Learning is verified through testing/assessment

• Teaching is not learning

READINESS TO LEARN

• May need to remove ‘blocks’ that interfere with the learning process.

• These ‘blocks’ are directly related to specific human needs.

• Must satisfy basic needs first.

• Use the Maslow’s Hierarchy of Needs

THE ADULT LEARNER

Ø The study of adult learning is known as ANDRAGOGY. The art and

Ø science of helping adults to learn.

Ø Problem-centered:
Adults likes the challenge of solving problems that will lead to sense of achievement.

Ø Experience-centered with goals meaningful to adults. Share experiences, learn from
each other

Ø Encourage active participation

Ø Provide feedback towards progress. Enable learner to assess self

Ø achievement

Ø Learning speed differs. Facilitator must be sensitive to learning pace of each individual

GOALS AND OBJECTIVES OF LEARNING

IDENTIFYING TRAINING GOALS

• By Committee

• By Governmental Standards

• For qualification

• From Task/Job Analysis

GENERAL OBJECTIVE (GOALS, AIM)

What the learner/trainee will learn

· General statement of the learning outcomes of the training program.
Eg. to enable trainees to understand the principles of learning.

SPECIFIC OBJECTIVE

What the learner/trainee will be able to do

· Precise statement of the intended behavior/performance change of the training.
Eg trainees will be able to explain all eight principles of learning.

WHY OBJECTIVES ARE IMPORTANT

Ø Learners are clear of where they are going.

Ø Facilitators are able to manage learning to achieve goals.

Ø Management knows what it can get from training.

Ø Supervisors know what they can expect from trainees

HOW TRAINING ADDED VALUE TO ORGANISATION?

2011-05-23T22:20:00.001-07:00

The Objectives of this discussion:

The participants will be able to demonstrate the value of training to their employer in order to improve the organization performance to competency standard

What is Training?

The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching.

Why training is required?

Training is required to bridge the gap between the target audiences' existing level of knowledge and that required to effectively operate.

How Important Training to our Organization?

Ø With a systematic process; it provide the intended participants the opportunity to achieve knowledge, develop skills, modify attitude and form habits so that the resultant behavior will lead to the achievement of job standards and eventually give rise to the attainment of corporate objectives.

Ø With a proper training the works will be carried out in accordance to instruction designed or approved standard procedure.

Ø Cause a change of performance, improved product quality and achieved higher target, etc. which lead to add the value to organization

Advantages Of Training To Organization

• Reduce costs

• Increase sales and revenue

• Reduce product development time

• Reduce defects

• Increase staff skills & motivation

• Increase customer satisfaction

• Develop confident level

• Add value to organization

To Ensure Training Add Value To Organization

• Attend training program that related to organization needs

• Evaluate the performance of trainee before and after attending the training program

• Perform Training Needs Analysis

• Improve standard of training to ensure the quality standards are adhered to.

Training Program Evaluation

Ø Evaluation of training program is an attempt to obtain feedback on the effects of training and to assess the value of training.

Ø To improve training program to requirement/competency standard.

Ø Assessing the value of training to the trainees and the organization

Ø Post course evaluation: Evaluate the on-the-job performance improvement

CONCLUSION

Ø Training program is an important aspect to be focused in order to improve organization performance

Ø Training program will ensure add value to organization and give a good impact in achieving the followings:-

Ø Zero accident

Ø Zero complaint, and

Ø Zero delay