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Learning and Development

The document discusses adult learning principles and the learning cycle which includes learning needs analysis, module development, training delivery, and evaluation. It covers learning styles, qualities of good trainers, and instructional techniques. It also discusses how to apply adult learning principles, the appropriate use of icebreakers and technology in learning.

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Sunny Ramesh Sadnani
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© © All Rights Reserved
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Download as PDF, TXT or read online on Scribd
41 views

Learning and Development

The document discusses adult learning principles and the learning cycle which includes learning needs analysis, module development, training delivery, and evaluation. It covers learning styles, qualities of good trainers, and instructional techniques. It also discusses how to apply adult learning principles, the appropriate use of icebreakers and technology in learning.

Uploaded by

Sunny Ramesh Sadnani
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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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 energisers
during 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 (Selfconcept)

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 problemcentered rather than contentoriented (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

Training
Needs
Analysis

Training
Evaluation

Learning
Cycle

Training
Delivery

Module
Development

Training Needs Analysis

Customer
feedback
Wastage
New
technology /
procedures

Appraisals

SOPs

Feedback
from Boss /
Peers / Self

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

Technology

Discussion

SMS

E-Learning
Role Play

Case
Study

Exercises

Business
Games

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

The illiterate of the 21st century will not be those


who cannot read & write, but those who cannot
learn, unlearn, and relearn - Alvin Toffler

[email protected]

+91 99201 40053

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