Instructional methods Record keeping

10/8/2011 Instructional methods and techniques

There Many instructional techniques dev and tested over time and can be adapted to different learning situations however its important to consider to match the correct and most and appropriate method with the specific conditions in which learning is going to happen. Other factors to consider are such as the subject matter Age Level of education of learners Gender Size of class No of learners Budget Time allocated Teachers experience with methodology Learning styles of trained Learning environment

On the job training techniques and of the job training techniques

These are used in house training when the learning is to happen at the work PLACE as the employees go on with duties.

Employees are taken from work environment for training purposes On the job training techniques are useful because training can be delivered when required and trainees have opportunities to practice, what is learned, give immediate feedback, if offered by colleagues it gives opportunity to integrate employee into the team. However this may lead to low productivity as they develop there skills also errors are more prone and the rate of accidents may be high and because training Is given in peace meals hence the trained may not be very vast or adequately trained.

Examples of the techniques used here are: Apprenticeship This involves putting the trained under guidance of a master learner and the trainee learns by watching and doing. The training may involve several skills that may be learned over a period of time, the underlying assumption is that the skills and knowledge needed is so complex that a trained can only learn over a period of time; this is common in the textile industry, mechanical work. Advantages Trainee learns as they earn some money They serve as entry points to careers that may be otherwise closed. Skills are transferred immediately hence effective Reduces turnover

Disadvantages Productivity is low, wastages

Job instruction training JIT This is a planned and organized training conducted at employees work place and used to broaden employees skill and productivity to be most effective JIT must include Subject matter Time of training Completion time and dates Evaluation methods to be used

Who is going to do the training i.e. supervisor, skilled employee but regardless of the person chosen they must be Skilled, professional to the job, friendly and cooperative GIT involves 4 key steps 1. Preparation training (make them at ease, define tasks, getting interests and positioning them, and motivate them) 2. Operation presentation(telling showing illustrating, important steps sequentially, demonstrate and explain , important to show protection measures and equipments, the

trainee must be encouraged to ask questions , the emphasis is to ensure learning is happening) 3. Try out the evaluation/ performance(gives the employee an opportunity to demonstrate what they have learned the trainer should correct any fault lining and continue with the trainee to continue until they are sure of what is learned .key here is participation) 4. Follow up at these point you begin winning the trained by allowing them do it themselves, designate a person from whom assistance can be sought, u can have a tutor, an some monitoring go on until the trainee is weaned of. Orientations This is mostly for new employees Job rotation It involves moving employees through a series of departments, for them to learn a bit of every department. Internships These are a combination of class instruction and on the job training .

Off the job training techniques

These involves taking employees of the work to concentrate on the training, this can be grouped to two categories. 1. Group methods Workshops, seminars, conference 2. Individual This may involve supporting a individual to take part in a training alone 3. Use of distance methodologies Distance learning via Print, online learning, The learner takes huge responsibility of their own learning and though it may take place at the work place the coordination is done of the job. Group methods 1. Lecture method This is a presentation of knowledge information, for purposes of others understanding the context of the speakers message; hence they are intended for informing, motivations and even influencing altitudes. Disadvantage It may be passive, if long the audience concentration is limited. May require one to be eloquent and have good oratory skills.

Advantage Presenter is in contraol of scope presentation and sequence. Time saving A lot of information can be presented in a short time especially if factual Its appropriate to use when knowledge to be passed in factual and in the custody of a few, when the audience is large. Though preparation must be done, brief notes, and structure of information is very important, hence must be sequential. Key areas of structure are: Introduction-goals outline Body logical presentation, audio visual aids may help to avoid a passive audience Conclusion -summary of contents covered, statement of key points reference to additional material. Role play This involves participants acting out a situation in front of their colleagues with or without a script, it involves presenting controlled or partial replication of the reality. After which discussions are done. And can be used to discuss delicate issues, explore options and provide insights. When role playing assign specific roles to certain participants and always assign observers who may be the audience, it can also be directed to have issues emphasized. It important that after the role play the roles are debriefed and derole so that those acting are disengaged from the roles and be briefed on lessons learned. Role plays are important in handling delicate issues and should be considered in respect to time required, and altitudes you intend to address. Its important to consider cultural setting, i.e. gender in culture. Advantages Learners have more responsibility in the process of learning. When involved in role playing they have a more interest in the learning process and can create interest in the subject discussed. Its enriching and demonstrative. It may be entertaining but may have the learning objectives elusive. Disadvantages It may difficult to have one play that meets the goals and objectives of the learning experience, its time consuming ,requires a lot of imagination of the presenter, and at times one may miss the lessons learned by focusing on behavior of actor.

Business games or management games Participants are grouped into teams to consider a series of problems. Its a form of simulation exercise structured around a hypothetical org with various operations in which participants assume roles in managing the simulated situations. Decisions are processed and a series of reports may be produced. I.e. Company A: B: C or Project A: B: C Advantages The approach is interactive and learner involvement is high Trainees have opportunity to make mistakes and correcting them They can exchange ideas and compare their actions Gives the learners opportunities to learn how to defend their view points logically and appreciate others view points. Provide participants with new perspective on overall organizations perspectives and so they can understand better many factors that interplay to produce a better decision. Disadvantages They require more planning and preparation The competitive nature or approach may encourage a lot of self defense motivation hence they are distracted from the long term learning. So much quantifying process hence may forget human aspects. Case study This involves real life cases for study purposes The objective is you help the learners identify the issues in question They can help learners ague new points before they appear and hence help them communicate well and logically. There different types of case studies identified Classic/ Harvard method of case studies This involves getting actual cases that happened in real life situations compiling them and bringing them to real life study by students, cases are complied and analyzed and reported on and the teacher acts as a moderator.

These are common in schools of law, medicine. Problem case These are simple cases a trainer can create by having fragments of information form readings or experiences to suit specific issues of discussions. Advantage They are easy to create Less time consuming Cheap

Disadvantage Students may be de motivated if its a trivial case and may lose confidence in teacher

Incident case In this type of cases only a bear incident is reported to the group and other info relevant to the incident is only known to the leader or teacher. Audio visual presentations and recorded cases Most suited in conflict management, in addressing attitudes

10/15/2011 Maintaining of records in the training department

Record keeping involves keeping a up to date records of information of the training department and easy and timely access of the same. Records are a important part of the training dept because they are a key source of information necessary for decision making. Therefore as a training manager one needs to maintain a records and information system that supports the training and development function and this could range from: Needs analysis 1. Scheduling of programs 2. Registration and attendance 3. Pools of Facilitators and so on

This avoids duplication of efforts and cases of lost documents and other issues associated with ineffective record keeping. Marsh in 1976 proposed a model to build such a system The first step is to build a effective information system This involves two steps 1. Accessing information requirement s. 2. Designing and building the system itself that has the capacity to accommodate all information requirements for your department. Accessing information requirement This may involve close work with the stakeholders i.e. The human resources department registry Top management inform them on costs implications , returns from investment The employees ,trainees and facilitators Auditors- iso Line managers / supervisors

Designing and building the system This involves considering the most important functions of the department and capturing the information required and including it as part of your system. She singles out five elements that must constitute of that system 1. Methods of determining and classifying needs Conducting needs analysis It is important for the training department to develop a simple method for collecting and communicating information about the need for training .Much of this information is sources from the personnel dept i.e. appraisals, qualifications and this can be developed as part of the system. 2. Communication of resources The training dept has a key function of providing information of programs within the org and learning resources outside the org and programs that would be available soon. 3. Scheduling of programs: These should be will described and provided to those that are concern.ie university calendar. 4. Registration and confirmation procedures This should be designed to capture most of the information needed by the learner. 5. Methods of determining and communicating results i.e to learners, feedback.

Evaluation
Donald developed a very useful model, for trainers to do more effective means of evaluation. Evaluation models are usually used to define the parameters of an evaluation, what concepts to study the process and models needed to extract the relevant data. He notes that an effective training evaluation should consist of four key levels: that should attempt to measure the following: 1. The reaction of the learners 2. The extent of learning 3. The extent of behavior change 4. And results from the training program Level 1: Reaction Evaluation at this level measures how learners react, how trainees feel about a training program, did they like it, and was it useful use of their time. Hence its more perceptional. Feed back with reward i.e. after feedback on training you get a shirt. Simple attitude questioners are used mostly in this evaluation, and done immediately after training its also easy to obtain and gives important information on the perception of the program. However this level of evaluation is not indicative of what new skills is learned by the learner and level of mastering hence it may be not of so much value.

Level 2: Learning

This is the measurement of the increase of knowledge from before and after the learning experience and the key question is did learning take place, master new skills, have more knowledge. It should include both pre testing and post testing then it would be meaningful. Teacher tests and examinations are used. This provides more useful feedback on extent of learning.Its more involving in terms of time and costs.

Level 3: Behavior / Performance

Behavior evaluation measures the extent to which the trainees are able to apply what has been learned in the classroom in the work environment. Is there measurable change in the work place and has it been

sustained. The key question is their transfer of learning experiences to the work place. It is important to note that learning is of no use if its not applicable in the work place. The data used is collected via observation performance appraisals and interviews. The value of information obtained from this level is more useful than level 1 and 2. Level 4: Results This measures the impact of the training to the business to the organization to the society to the community and so on. Effect on business resulting from improved performance of the employees the concern here should be increase in volumes, return on investment, reduced incidence of wastage, improved quality of goods. Etc

Teaching aids and budgeting materials to be provided.