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Learning & Development
Arun Vishwanath
Objectives
By the end of this session you will be able to learn:
Adult learning principles
The learning cycle learning needs and analysis, module development, training delivery and training evaluation
Learning styles and the learning environment
Qualities of a good Trainer
Instructional techniques which include Case Studies, Role Plays, exercises, activities, project work etc
Objectives
By the end of this session you will be able to learn:
The appropriate use of ice-breakers and energisersduring training sessions
Use of technology in learning (e-learning, LMS etc)
Effectiveness of learning interventions and their measurement
Adult Learning
Knowles' theory of adult learning:
1. Adults need to know the reason for learning something (Need to Know) - WIFM
2. Experience (including error) provides the basis for learning activities (Foundation)
3. Adults need to be responsible for their decisions on education; involvement in the planning and evaluation of their instruction (Self-concept)
Adult Learning
Knowles' theory of adult learning:
4. Adults are most interested in learning subjects having immediate relevance to their work and/or personal lives (Readiness)
5. Adult learning is problem-centered rather than content-oriented (Orientation)
6. Adults respond better to internal versus external motivators (Motivation)
How can you apply these principles?
Encourage participation, Facilitate more than you lecture
Share the objectives of the training early, prior to the session, if possible.
Let participants know how they stand to benefit from the information.
Demonstrate your respect for each individual, Ensure confidentiality Whats said in the room stays in the room.
Use names and sincere reinforcement to build rapport.
Ensure that you and your visuals can be seen and heard by all learners. (10:20:30 Rule)
We remember!
Ten percent (10%) of
what we read
Twenty percent (20%) what
we hear
Thirty percent (30%) of
what we see
Fifty percent (50%) of
what we see
and hear
Seventy percent (70%) of
what we say
Ninety percent (90%) of
what we say as we
do
Definitions
Learning Learning has been described as a relatively permanent change in behaviour that occurs as a result of insight, practice or experience. Learning may be simply an addition (new information), it may be a subtraction (unlearning a bad habit); or it may be a modification (adjusting new knowledge to old)
Definitions
Training Training is an organized procedure which brings about a semi-permanent change in behavior, for a definite purpose. The three main areas involved are Skills, Knowledge and Attitude, but always with the objective of a definite purpose in mind
Development is a planned progress for an individual with the help of which they can move on to newer roles / enrich their current roles
Learning Cycle
Training Needs
Analysis
Module Development
Training Delivery
Training Evaluation
Training Needs Analysis
Customer feedback
Wastage
New technology / procedures
Appraisals
Feedback from Boss / Peers / Self
SOPs
Blueprints
Mystery Shoppers
Type of Training
On the job Off the job Combo?
Module Development
ILT E-Learning CBT
Essentials for good visual aids
They need to be:
Simple & easy to understand / Brief & concise
Stress essential points
Correct size & clearly visible
Should be interesting
Have right colours, spacing etc.,
Must be applicable to the subject
Rules for Powerpoint
Use only key words
Easy to understand
Not more than 5 to 6 lines
Not more than 6 to 7 words per line
KISS principle
Focus is the Presenter and not ppt
Mapping Training Delivery
Training Calendar Plan Vs Actuals
Days / Hours / Mandays / Manhours
MIS Attendance
Training Tools
Classroom
Lecture Discussion
Role PlayCase Study
ExercisesBusiness Games
Technology
SMS
E-Learning
M-Learning
Podcasting
CBT / WBT
VIDEO TIME INDIAN CASE STUDY METHOD
Training Evaluation
ROI
Level 4 -Results
Level 3 -Behaviour
Level 2 - Learning
Level 1 - Reaction
Benefits of Training
It can help people learn the new skills that are required to meet new expectations, both formal and informal
Training can help people accept the challenge of their evolving jobs.
Build a common understanding of the organization's purpose.
Show management's commitment and loyalty to employees
Develop people so they can increase their responsibilities and contribute to the organization in new ways.
What Training Cannot Do!
Training, on its own, cannot change ineffective employees into effective ones.
It is unlikely to address ALL the causes of poor performance.
Limited training also will not turn a poor supervisor or manager into an effective one, unless it is coupled with ongoing coaching.
Training will not erase problems that occur because of poor structuring of work, mismatching of work with the person, unclear authority & responsibilities or other organization related issues.
ASTD Competency Model
We have Learnt ..
Adult learning principles
The learning cycle learning needs and analysis, module development, training delivery and training evaluation
Learning styles and the learning environment
Competencies of a good Trainer
Instructional techniques which include Case Studies, Role Plays, exercises, activities, project work etc
We have Learnt ..
The appropriate use of ice-breakers and energisers during training sessions
Use of technology in learning (e-learning, LMS etc)
Effectiveness of learning interventions and their measurement
arun@trainersforum.in
+91 99201 40053
The illiterate of the 21st century will not be those who cannot read & write, but those who cannot
learn, unlearn, and relearn - Alvin Toffler
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