training the trainer (ojt) - day 1
DESCRIPTION
5 Day Training Program for OJT Trainer. Prepared & conducted in 2013.TRANSCRIPT
Train the Trainer
Before we start,share with Me
Learning is a treasure that will follow its owner
everywhere. Chinese Proverb
Agenda Four-day session
Commences at 9:30 am
Ends at 3:30 pm
Lunch Break
Exercises (Individual & Syndicate) & Assessments
Two coffee breaks
Silent mode for your mobile phones
Excuses not allowed
Objectives
Practice easy and effective ways to begin off- or on-the-job training.
Identify different ways employees prefer to learn and how to adjust the trainer's teaching style to be successful.
At the end of this session, the participant should be able to:
Objectives
Break down a task easily to identify prerequisites and how much practice is required to learn a new skill.
Select the right method to train employees.
Identify techniques to make teaching with "live" equipment both safe and successful.
At the end of this session, the participant should be able to:
Objectives
Coach and correct errors effectively.
Practice making training interesting, not boring.
Practice ways to get good responses during training
At the end of this session, the participant should be able to:
Course Outline Day 1: Training & Development Definition
Training Benefits
Learning Principles
Retaining and Recalling Knowledge
Cardinal Rules of Memory
Learning Styles
Creating a Rounded Learning Experience for Others
Training Methods
The Qualities of an Effective Trainer
Identifying Training Needs
Training & Development
Training is the process of acquiring specific skills to perform a job better. It helps people to become qualified and proficient in doing some jobs so that:
Definition
they may become as well qualified as possible to do their job;
they become qualified to perform in positions of greater difficulty and responsibility;
Training Benefits
1. Associates
2. Management
3. Trainer
The benefits of training positively affect the following individuals:
Group Exercise (1)
Training Benefits
1. Improves morale of employees:Training helps the employee to get job security and job satisfaction.
2. Less supervision:A well trained employee will be well acquainted with the job and will need less of supervision.
3. Fewer accidents:Errors are likely to occur if the employees lack knowledge and skills required for doing a particular job.
The benefits of training can be summed up as:
Training Benefits (Continued)
4. Chances of promotion:Employees acquire skills and efficiency during training. They become more eligible for promotion.
5. Increased productivity:Training improves efficiency and productivity of employees.
1. Learning can be said to take place when there is a permanent change in Behavior.
2. To bring about a specific kind of change, certain methods are more effective than others.
3. Changes are unlikely to take place unless the learner is motivated to learn.
Learning Principles
Any effective training program utilizes the following principles of learning:
4. Learning is an internal process that involves taking your own experience and adapting it to what your needs are at the time.
5. Learning is a thinking process.
6. Learning is largely an associative process of relating one thing to another.
Learning Principles
Any effective training program utilizes the following principles of learning: (Continued)
7. Learning is enhanced by applying the skills and knowledge.
8. Learning by understanding is retained.
9. Repetition helps retain knowledge.
Learning Principles
Any effective training program utilizes the following principles of learning: (Continued)
10. Previous learning tends to be transferred to specific situations only when the learner perceives it to be relevant.
11. Learning is often resisted if it means replacing comfortable, established attitudes and ways of doing things with new attitudes and ways of doing things.
Learning Principles
Any effective training program utilizes the following principles of learning: (Continued)
Retention is the mind's ability to take in and store information.
Retaining and Recalling Knowledge
Definition:
Recall is the mind's ability to select that information when needed.
1. First and Last (order presented)
2. Recentness
3. Association (linking/connectivity)
4. Outstandingness
5. Review
The five major factors in the mind's ability to recall information are:
Retaining and Recalling Knowledge
People may completely understand all the information presented during a learning session, yet not be able to recall much of the information later.
Concentration and Attention Span
Retaining and Recalling Knowledge
Are critical for maintaining concentration and maximizing learners' ability to recall the information being presented.
Maintain the recall curve at a high level by taking advantage of the fact that the mind tends to recall information presented at the beginning and end of a session.
Reduce muscular and mental tension which tends to build up during periods of concentration.
Breaks
Retaining and Recalling Knowledge
Normal sentence structure is not the best way to remember information.
90% of all words are not necessary for the purpose of recall.
By organizing material to be taught around key concepts, phrases and words, the trainer can assist learners to recall and retain important information.
Key Words and Concepts
Retaining and Recalling Knowledge
Key words or phrases enable the learner to associate, link and connect the information with other knowledge, images and experience (an important factor in recall).
Key concepts, words, and phrases also enable the learner to organize and prioritize the material around the most important information.
Key Words and Concepts (Continued)
Retaining and Recalling Knowledge
The use of key concepts, words, and phrases is not only more effective, but also saves time for both trainers and learners.
Images and symbols can also be used by the trainer to enhance recall.
Key Words and Concepts (Continued)
Retaining and Recalling Knowledge
Imagination
Association
The cardinal rule for remembering something is to use:
Cardinal Rules of Memory
1. The Senses
2. Movement
3. Association
4. Humor
5. Imagination
It can be done using:
Cardinal Rules of Memory
6. Numbering
7. Symbolism
8. Order of Sequence
9. Exaggeration
10. Positive Images
It can be done using:
Cardinal Rules of Memory
1. Crashing and sticking things together.
2. Placing things in new situations, on top, underneath, or inside of each other
3. Substituting things for one another
The trainer can use imagination and association by:
Cardinal Rules of Memory
4. Weaving and wrapping things together
5. Having things talk, dance, or share their color, aroma, or function
The trainer can use imagination and association by:
Cardinal Rules of Memory
Learning Styles
Learning Styles – Honey & MumfordActual Experience
(Activist)
Observation & Reflection(Reflector)
Forming a Rule(Theorist)
Deliberate Testing(Pragmatist)
Learning StylesStyle Attribute Activities
Activist
Activists are those people who learn by doing. Activists need to get their hands dirty, to dive in with both feet first. Have an open-minded approach to learning, involving themselves fully and without bias in new experiences.
Brainstorming, problem solving,group discussion, puzzles,competitions, role-play
Back
Learning StylesStyle Attribute Activities
Activist
Activists are those people who learn by doing. Activists need to get their hands dirty, to dive in with both feet first. Have an open-minded approach to learning, involving themselves fully and without bias in new experiences.
Brainstorming, problem solving,group discussion, puzzles,competitions, role-play
Reflector
These people learn by observing and thinking about what happened. They may avoid leaping in and prefer to watch from the sidelines. Prefer to view experiences from a number of different perspectives, collecting data and taking the time to work towards an appropriate conclusion.
paired discussions, self analysisquestionnaires, personalityquestionnaires, time out,observing activities, feedbackfrom others, coaching
Back
Learning StylesStyle Attribute Activities
Activist
Activists are those people who learn by doing. Activists need to get their hands dirty, to dive in with both feet first. Have an open-minded approach to learning, involving themselves fully and without bias in new experiences.
Brainstorming, problem solving,group discussion, puzzles,competitions, role-play
Reflector
These people learn by observing and thinking about what happened. They may avoid leaping in and prefer to watch from the sidelines. Prefer to view experiences from a number of different perspectives, collecting data and taking the time to work towards an appropriate conclusion.
paired discussions, self analysisquestionnaires, personalityquestionnaires, time out,observing activities, feedbackfrom others, coaching
Theorist
These learners like to understand the theory behind the actions. They need models, concepts and facts in order to engage in the learning process. Prefer to analyse and synthesise, drawing new information into a systematic and logical 'theory‘.
Models, statistics, stories,quotes, background information,applying theories
Back
Learning StylesStyle Attribute Activities
Activist
Activists are those people who learn by doing. Activists need to get their hands dirty, to dive in with both feet first. Have an open-minded approach to learning, involving themselves fully and without bias in new experiences.
Brainstorming, problem solving,group discussion, puzzles,competitions, role-play
Reflector
These people learn by observing and thinking about what happened. They may avoid leaping in and prefer to watch from the sidelines. Prefer to view experiences from a number of different perspectives, collecting data and taking the time to work towards an appropriate conclusion.
paired discussions, self analysisquestionnaires, personalityquestionnaires, time out,observing activities, feedbackfrom others, coaching
Theorist
These learners like to understand the theory behind the actions. They need models, concepts and facts in order to engage in the learning process. Prefer to analyse and synthesise, drawing new information into a systematic and logical 'theory‘.
Models, statistics, stories,quotes, background information,applying theories
Pragmatist
These people need to be able to see how to put the learning into practice in the real world. Abstract concepts and games are of limited use unless they can see a way to put the ideas into action in their lives. Experimenters, trying out new ideas, theories and techniques to see if they work.
time to think about how to applylearning in reality, case studies problem solving, discussion
Back
Learning Styles
Style Strengths Weaknesses
Activist
Open to change Flexible Open minded Thrives on risk and challenge
Takes risks unnecessarily Easily bored Constantly seeks new
activities
Reflector
Thoughtful Methodical Good at listening Can often summarize well
Reluctant participant Overly cautious Unassertive private
Theorist
Logical thinker Rational Objective disciplined
Low tolerance of disorder Low tolerance of intuition Tendency towards perfection
Pragmatist
Practical Realistic Business like Technique orientated
Task orientated Low tolerance of waffle Limited interest in theory
and principles
Be aware of your preferences and the range of preference of your audiences. Provide a balanced learning experience by:
Creating a Rounded Learning Experience for Others
Sensory – Intuitive:Provide both hard facts and general concepts.
Visual – Verbal:Incorporate both visual and verbal cues.
Be aware of your preferences and the range of preference of your audiences. Provide a balanced learning experience by:
Creating a Rounded Learning Experience for Others
Active – Reflective:Allow both experiential learning and time for evaluation and analysis.
Sequential – Global:Provide detail in a structured way, as well as the big picture.
1. On the job training: On the job training methods are those which are given to the employees within the everyday working of a concern.
Ways/Methods of Training
2. Off the job training: Off the job training methods are those in which training is provided away from the actual working condition. It is generally used in case of new employees.
1. Approachable
2. Empathetic
3. Honest
4. Trustworthy
5. Have integrity
6. Non judgmental
7. Patient
8. Having sense of humor
Qualities of An Effective Trainer
Training needs arise in your department due to:
Identifying Training Needs
1. Internal Influences2. External Influences
For example:
They may have needs because their present performance fails to match the established standards of the business
Changes arise which affect their present work They are, or may be, changing jobs Etc.
Analyzing training needs is most effective when it is done in collaboration with the individual or group concerned. By holding a discussion you can help them to identify the areas for development and agree what the priorities might be. Analyzing needs and gaining the agreement of the individual or group concerned can help to motivate them towards development.
Training Needs Analysis (TNA’s)
The benefits are:
Benefits of Conducting TNA’s
Identify exactly what the problem is Identify where the problem lies Plan how you might solve the problem Save time
Group Exercise (2)
Review (1): Training & Development Definition
Training Benefits
Learning Principles
Retaining and Recalling Knowledge
Cardinal Rules of Memory
Learning Styles
Creating a Rounded Learning Experience for Others
Training Methods
The Qualities of an Effective Trainer
Identifying Training Needs
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http://www2.pathfinder.org/pf/pubs
References
http://www.mindtools.com
http://www.managementstudyguide.com
Information and Privacy Training Series, Governoment of Columbia
http://www.trainingbubble.com
Stonebow, UK
Thank you.and looking forward to
seeing you all tomorrow IA