Development and Implementation of Training

Development and Implementation of TrainingDr. Sumita MishraSumita.mishra@ksom.ac.in

Instructional StrategyContent: Learning PointsA learning point is an important piece of information that a trainee must acquire to accomplish the learning objectiveFor each objective, the facilities and configuration, learning points, methodology of training and equipment and material must be identifiedTime frame of each of the activities should be declared in order to avoid overload or underloadInstructional StrategyMaterials and Equipment

Trainees Manual

Trainers Manual

FacilitiesThe Training RoomFurnitureFurniture Set upThe offsite training facilities (What are its advantages?)Instructional StrategyThe TrainerThe Trainer KSAs : Knowledge (Subject Matter, Organization, Adult Learning Process, Instructional Methods) Skills (Interpersonal Communication, Verbal Communication, Platform Skills and Organizational Skills) Attitude (Commitment to the organization and others and high levels of self efficacy)The experience of the trainer: WHAT DIFFICULTIES MAY ARISE IF THE TRAINER IS NOT AS EXPERIENCED AS THE TRAINEES OR IF THE EXPERIENCE OF THE TRAINER IS DIFFERENT FROM THE TRAINEES?

Instructional StrategyThe TrainerThe OJT Trainer: For OJT programmes to be successful the trainers need to:Know the Job to be trainedBe knowledgeable in the interpersonal skills necessary to interact effectivelyBe skilled as trainersBe motivated to be trainersHOW DO YOU REWARD THE OJT TRAINERS?

Instructional StrategyWHAT ARE SOME TIPS TO MAKE OJT SUCCESSFUL?MentoringPeriodic In-house Training from Internal ResourcesRequire employees who attend external training to do the OJTPromotionTransferLateral MovesCoaching the MentorsJob ShadowingInstructional Strategy: What are the alternatives to development?The Consultant (OD)If the training is not specificHow can trainees be trained? Will they require constant re-training? Can advantages be realized from a neutral third party? Is there a rush to get the training done?Is there in-house expertise?Tips:ReferenceConsultants knowledge about the industryReview existing training programmes How is success evaluated in training?Make sure you know who is doing the workImplementation Ideas for TrainersPreparation (Modular Approach)

First Impression: Icebreakers and expectation setting

The Start of Training: Trainers vs. Trainees

Communication: Listening, questioning, providing feedback and non verbal communicationHOW GOOD A LISTENER ARE YOU????????Implementation Ideas for TrainersHOW DO YOU TEST NEW IDEAS FOR TRAINING?Dry Run-Is not designed to actually train the participants-Is designed to determine the value and clarity of various pieces of the training programme in a controlled setting.-Individuals who are experts, seasoned and have diverse functional backgroundsIs the situation realistic for the organizationIs the information and direction clearIs the time allocation long or shortEverest 2 (as a Simulation on Leadership and Decision Making)

Implementation Ideas for TrainersHOW DO YOU TEST NEW IDEAS FOR TRAINING?Pilot Programme-What are the differences between the pilot programme and the dry run? -Take people who are supportive of the programme-Major goals are:To provide trainees with relevant trainingTo assess the relevance of training componentsTo determine the appropriateness, clarity and flow of the materialBalanced Scorecard, 360 feedback, HR Scorecard, AWA arrangements etc.

Implementation Ideas for TrainersHOW DO YOU ESTIMATE THE DURATION OF TRAINING EXPERIMENTS?

Brooke Broadbent, a training consultant has devised a formula for calculation of training duration

Consider a training programme on the use and delivery of a business case in class room .How would you estimate its duration? And on what parameters?

Traditional Training Methods: Games and SimulationsSIMULATIONSEquipment Simulators: -Mechanical Devices that require trainees to use the same procedures, movements and decision processes that they would use back on the job-Physical Fidelity and Psychological Fidelity-WHAT ARE BUSINESS SIMULATIONS?-Why is the need for psychological fidelity so very high for the success of business simulations? -HOW WILL YOU USE SIMULATIONS WELL?-Issues of fidelity should be taken of-The levels of complication should be introduced graduallyTraditional Training Methods: Games and SimulationsSIMULATIONSEverest 2The simulation uses the dramatic context of a Mount Everest expedition to reinforce student learning in group dynamics and leadership. Students play one of 5 roles on a team of hikers attempting to summit the mountain. During each round of play they must collectively discuss whether to attempt the next camp en route to the summit. Ultimately, teams must climb through 5 camps in 6 simulated days totaling approximately 1.5 actual hours of seat time. Team members analyze information on weather, health conditions, supplies, goals, or hiking speed, and determine how much of that information to communicate to their teammates. Along the journey, the team must also decide how to effectively distribute supplies and oxygen bottles needed for the ascent--decisions which affect hiking speed, health, and ultimately the team's success in summiting the mountain. Failure to accurately communicate and analyze information as a team has negative consequences on team performanceTraditional Training Methods: Games and SimulationsBUSINESS GAMES-Are simulations that attempt to represent the way an industry, company, work unit of a company functions. -Inter company games and Intra company games-Inter company games become more useful as they induce the element of competition-Business Games have their roots in War Games-1950s and the And linger Game-KIMBERLY CLARK, GLOBAL CONSUMER PRODUCT COMPANY (BOTH INTER AND INTRA COMPANY GAMES)-Traditional Training Methods: Games and SimulationsBUSINESS GAMES: CLASSIFICATION-By Coverage:-Company Games vs. Functional Game-By Competitive Element:-Interacting vs. Non-interacting Game-AMD and Intels move of slashing down prices in the first quarter of 2002-Prisoners Dilemma as a static interacting game-What are the choices?-What were the ultimate choices?-Business situations are often dynamic rather than static-By Processing of Results:-Computerized vs. manual

Traditional Training Methods: Games and SimulationsBUSINESS GAMES: PRISONERS DILEMMATwo criminal accomplices are arrested and interrogated separately. Each suspect can either confess with a hope of a lighter sentence (defect) or refuse to talk (cooperate). The police does not have sufficient information to convict the suspects, unless at least one of them confesses. If they cooperate, then both will be convicted to minor offense and sentenced to a month in jail.If both defect, then both will be sentenced to jail for six months. If one confesses and the other does not, then the confessor will be released immediately but the other will be sentenced to nine months in jail. The police explains these outcomes to both suspects and tells each one that the other suspect knows the deal as well. Each suspect must choose his action without knowing what the other would do

Traditional Training Methods: Games and SimulationsBUSINESS GAMESHOW WILL YOU USE BUSINESS GAMES WELL?-They are not a stand alone method of training-The game needs to be spaced as per its complexity-Several iterations and constant feedback

Traditional Training Methods: Games and SimulationsIN-BASKET TECHNIQUE-What are they?-What do the want a trainee to do?-They are quasi simulations and are relatively easier to develop-How is stress induced into the in-basket exercise?-HOW DO YOU SUCH EXERCISES WELL?-Is set in a role play mode with general instructions-Focus group exercises to discuss the rationale of each decision -Training time can be reduced if the trainees complete the in-basket at the start of the trainingTraditional Training Methods: Games and SimulationsYou will have 30 minutes to address the following items and explain your reasoning to the panel. Please place them in order of importance and be prepared to discuss your rationale with your raters.It is 0800. Official shift change occurs at 0745.Battalion Inspection at 11 AMThe firefighter attached to your crew cannot locate his glovesThe battalion chief reports a complaint on the drivers Message from Mr. Jones about a fire prevention inspectionThe engineer approaches you with a complaint in the tires A Paramedic asks for sick leaveThe paramedics are scheduled to ride at 8.00 to 17.00Traditional Training Methods: Games and SimulationsROLE PLAYS-Enactment of a scenario in which each participant is given a part to act out.-Structured role plays provide more detail to the trainees -Spontaneous role plays, Single Role Plays and Multiple Role Plays-Feedback is very important for the success of the role play-Information clarity, and realistic scriptsTraditional Training Methods: Games and SimulationsBEHAVIOUR MODELING-What is behavior modeling?Key deficienciesBrief overview of the relevant theoryKey learning points and critical behaviorExpert to model the appropriate behaviorPractice in a structured role playReinforcementSupervisory reinforcementSkills -Take the experts, be sure of what to observe etc. Games and Simulations: Costs, Content Control and Learning Process-Equipment Simulators are the costliest to develop while role plays are the least costly to develop-Important considerations while costing such games are the flexibility built into the simulation and the degree of mistakes that are allowed for in a simulated setting-Where are these methods of training the most beneficial?-If one looks at the SLT model then games, simulations rank high on attention, retention and behavioral reproduction. On the Job Training: JITJOB INSTRUCTION TECHNIQUE (JIT)1. Prepare-Highly neglected area. The trainer must see the job through the eyes of the trainee-Written breakdown of a job with detailed instructions-Concentrate on what the trainee already knows-TNA (Person analysis) and personnel records if any2. Present-Tell, show, demonstrate and explain3. Try Out4. Follow-UpHOW DO YOU MAKE SUCH TRAINING EFFECTIVE?

On the Job TrainingAPPRENTICESHIP TRAINING-It is one of the oldest forms of training and roots back to the middle ages-In general an apprenticeship programme requires about two years of on-the-job experience and 180 hours of class room instruction, though requirements my vary-Need to key in the loss of opportunity costs.-Technology can be used to facilitate class-room lectures-The Costs of OJTs are considerably less-Initial control by trainer and joint control thereafter-The learning process is dependant on the successful design of such programmes