Bachelor of Science in Information Technology (BSIT)

LEARNING MODULE

Module No. 4 ( Training Participants to be Proactive, Training Seminar Methodologies )

Subject Code : NSTP 1
Subject Description : National Service Training Program
Term : 1st Semester

I. Learning Objectives:
Upon completion of this module, the students will be able to:
● builds your personal brand and reputation at work.
● preparing in advance and acting ahead instead of simply reacting to
circumstances.
● build or strengthen the capacity of the participants and their respective institutions in
the domain of climate change vulnerability and adaptation assessments.
II. Learning Outcomes:
● Understanding and capacity to use in an adequate academic context key concept
such as planning a workshop and role play.

III. Learning Resources:

1. Required Learning Resources
● laptop, Textbook, Print out activities, module.
2. Additional Learning Resources
● www.ica-sae.org

IV. Tasks to Complete:

● reading NSTP book ( Training Participants and Seminar Methodologies )

● home activities
● examination, quizzes

V. Content Items:

Lesson :

The Most Effective Training Techniques

There are numerous methods and materials with the most effective training techniques

available to help you prepare and equip employees to better do their jobs. Indeed, with so

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many choices out there, it can be daunting to determine which methods to use and when to

use them.

And using several methods for each training session may actually be the most effective way to

help employees learn and retain information. In this article, we take a close look at each of the

myriad techniques, and examine their advantages and disadvantages. We also explain how you

can combine the various methods into an effective blended learning approach.

Overall Considerations

Before considering specific training techniques, ask yourself these questions:

 What are your training goals for this session?

o New skills
o New techniques for old skills
o Better workplace behavior
o A safer workplace
o A fair and equal workplace free of discrimination and harassment
 Who is being trained?
o New employees
o Seasoned employees
o Upper management
 What is your training budget?
 How much time has been allocated for training within your organization?
 What training resources and materials do you have at your disposal?

Classroom or Instructor-Led Training

Instructor-led training remains one of the most popular training techniques for trainers. There
are many types including:

 Blackboard or whiteboard. This may be the most “old-fashioned” method, but it can still
be effective, especially if you invite trainees to write on the board or ask for feedback
that you write on the board.
 Overhead projector. This method is increasingly being replaced with PowerPoint
presentations, which are less manually demanding, but overheads do allow you to write
on them and customize presentations easily on the spot.
 Video portion. Lectures can be broken up with video portions that explain sections of
the training topic or that present case studies for discussion.
 PowerPoint® presentation. Presentation software is used to create customized group
training sessions that are led by an instructor. Training materials are provided on
CDROM and displayed on a large screen for any number of trainees. Employees can also
use the programs individually, which allows for easy make-up sessions for employees
who miss the group session. This method is one of the most popular lecture methods

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 and can be combined with handouts and other interactive methods. [See page 37 for
PowerPoint presentation tips.]
 Storytelling. Stories can be used as examples of right and wrong ways to perform skills
with the outcome of each way described. This method is most effective with debriefing
questions, such as:
o How does this story relate to training?
o How did the main character’s choices make you feel?
o What assumptions did you make throughout the story? Were they correct?
o What would you have done differently?

This technique makes communication easier since it is nonthreatening with no one right
answer. It is cost effective, especially if trainers have their own stories to tell. Stories can
also make sessions more personal if they involve people trainees know. You can also
find many training stories online.

Advantages

 Instructor-led classroom training is an efficient method for presenting a large body of

material to large or small groups of employees.
 It is a personal, face-to-face type of training as opposed to computer-based training and
other methods we will discuss later.
 It ensures that everyone gets the same information at the same time.
 t is cost-effective, especially when not outsourced to guest speakers.
 Storytelling grabs people’s attention.

Disadvantages

 Sometimes it is not interactive.

 Too much of the success of the training depends on the effectiveness of the lecturer.
 Scheduling classroom sessions for large numbers of trainees can be difficult—especially
when trainees are at multiple locations.

You can use lectures effectively by making sure your audience is engaged throughout the
session. Here are several ways to achieve this:

 Train your trainers in the art and science of public speaking.

 Give your trainers the materials they need.
 Use with interactive methods.

Interactive Methods

There are many ways that you can break up training sessions and keep trainees attentive and
involved, including:

 Quizzes. For long, complicated training, stop periodically to administer brief quizzes on
information presented to that point. You can also begin sessions with a prequiz and let
participants know there will also be a follow-up quiz. Trainees will stay engaged in order
to improve their prequiz scores on the final quiz. Further motivate participants by
offering awards to the highest scorers or the most improved scores.

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 Small group discussions. Break the participants down into small groups and give them
case studies or work situations to discuss or solve. This is a good way for knowledgeable
veteran employees to pass on their experience to newer employees.

 Case studies. Adults tend to bring a problem-oriented way of thinking to workplace

training. Case studies are an excellent way to capitalize on this type of adult learning. By
analyzing real job-related situations, employees can learn how to handle similar
situations. They can also see how various elements of a job work together to create
problems as well as solutions.

 Active summaries. Create small groups and have them choose a leader. Ask them to
summarize the lecture’s major points and have each team leader present the summaries
to the class. Read aloud a prewritten summary and compare this with participants’
impressions.

 Q & A sessions. Informal question-and-answer sessions are most effective with small
groups and for updating skills rather than teaching new skills. For example, some
changes in departmental procedure might easily be handled by a short explanation by
the supervisor, followed by a question-and-answer period and a discussion period.

 Question cards. During the lecture, ask participants to write questions on the subject
matter. Collect them and conduct a quiz/review session.

 Role-playing. By assuming roles and acting out situations that might occur in the
workplace, employees learn how to handle various situations before they face them on
the job. Role-playing is an excellent training technique for many interpersonal skills,
such as customer service, interviewing, and supervising.

 Participant control. Create a subject menu of what will be covered. Ask participants to
review it and pick items they want to know more about. Call on a participant to identify
his or her choice. Cover that topic and move on to the next participant.

 Demonstrations. Whenever possible, bring tools or equipment that are part of the
training topic and demonstrate the steps being taught or the processes being adopted.
 Other activities.
o Create a personal action plan
o Raise arguments to issues in the lecture
o Paraphrase important or complex points in the lecture

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Advantages

 Interactive sessions keep trainees engaged in the training, which makes them more
receptive to the new information.
 They make training more fun and enjoyable.
 They provide ways for veteran employees to pass on knowledge and experience to
newer employees.
 They can provide in-session feedback to trainers on how well trainees are learning.

Disadvantages

 Interactive sessions can take longer because activities, such as taking quizzes or breaking
into small groups, are time-consuming.
 Some methods, such as participant control, can be less structured, and trainers will need
to make sure that all necessary information is covered.

Hands-On Training

Experiential, or hands-on, training, offers several more effective techniques for teaching
employees, including:

 Cross-training. This method allows employees to experience other jobs, which not only
enhances employee skills but also gives companies the benefit of having employees who
can perform more than one job. Cross-training also gives employees a better
appreciation of what co-workers do and how their own jobs fit in with the work of
others to achieve company goals.
 Demonstrations. Demonstrations are attention-grabbers. They are an excellent way to
teach employees to use new equipment or to teach the steps in a new process. They are
also effective in teaching safety skills. Combined with the opportunity for questions and
answers, this is a powerful, engaging form of training.
 Coaching. The goal of job coaching is to improve an employee’s performance. Coaching
focuses on the individual needs of an employee and is generally less formal than other
kinds of training. There are usually no set training sessions. A manager, supervisor, or
veteran employee serves as the coach. He or she gets together with the employee being
coached when time allows and works with this employee to:
o Answer questions
o Suggest more effective strategies
o Correct errors
o Guide toward goals
o Give support and encouragement
o Provide knowledgeable feedback
 Apprenticeships. Apprenticeships give employers the opportunity to shape
inexperienced workers to fit existing and future jobs. These programs give young
workers the opportunity to learn a trade or profession and earn a modest income.
Apprenticeship combines supervised training on the job with classroom instruction in a
formal, structured program that can last for a year or more.
 Drills. Drilling is a good way for employees to practice skills. Evacuation drills are
effective when training emergency preparedness, for example.

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Advantages

 Hands-on training methods are effective for training in new procedures and new
equipment.
 They are immediately applicable to trainees’ jobs.
 They allow trainers to immediately determine whether a trainee has learned the new
skill or procedure.

Disadvantages

 They are not good for large groups if you do not have enough equipment or machines
for everyone to use.
 Personal coaching can be disruptive to the coach’s productivity.
 Apprenticeship can be expensive for companies paying for employees who are being
trained on the job and are not yet as productive as regular employees.

Computer-Based Training (CBT)

Computer-based training is becoming increasingly prevalent as technology becomes more

widespread and easy to use. Though traditional forms of training are not likely to be replaced
completely by technological solutions, they will most likely be enhanced by them. Human
interaction will always remain a key component of workplace training.

Nonetheless, it is a good idea to look more closely at what training technologies have to offer
and how they might be used to supplement existing training programs or used when
developing new ones. Computer-based training formats vary from the simplest text-only
programs to highly sophisticated multimedia programs to virtual reality. Consider the following
types:

 Text-only. The simplest computer-based training programs offer self-paced training in a

text-only format. These programs are similar to print-based, individualized training
modules with the addition, in most cases, of interactive features. While simple in
format, these programs can be highly effective and present complicated information
and concepts in a comprehensible and easily accessible way.
 CD-ROM. A wide variety of off-the-shelf training programs covering a broad range of
workplace topics are available on CD-ROM. Programs can also be created by training
consultants for the specific needs of the particular organization or individual
departments.
 Multimedia. These training materials are an advanced form of computer-based training.
They are much more sophisticated than the original text-only programs. In addition to
text, they provide stimulating graphics, audio, animation, and/or video. Multimedia
tends to be more provocative and challenging and, therefore, more stimulating to the
adult mind. Although costs are higher than text-only software, the benefits in terms of
employee learning may well be worth it. Multimedia training materials are typically
found in DVD format.
 Virtual reality. Virtual reality is three-dimensional and interactive, immersing the
trainee in a learning experience. Most virtual reality training programs take the form of
simulation, which is a highly effective form of training. It is hands-on experience without
the risks of actual performance. Flight simulators, for example, have been used
successfully for years to train airline and military pilots in critical flying skills, as well as
to prepare them for emergency situations in a safe and forgiving environment.

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Advantages

 Computer-based training programs are easy to use.

 They can often be customized or custom designed.
 They are good for helping employees develop and practice new skills.
 They are useful for refresher training. They are applicable to self-directed learning.
 They can be cost-effective because the same equipment and program can be used by
large numbers of employees.
 They are flexible because trainees can learn at their own pace and at a time that’s
convenient for them. Computer-based programs are available 24 hours a day, 7 days a
week. No matter which shift an employee works, training is always available.
 Some programs are interactive, requiring trainees to answer questions, make choices,
and experience the consequences of those choices. This interaction generally results in
greater comprehension and retention.
 They are uniform, which makes it possible to standardize training.
 They are measurable. When computers are used for training, it is possible to track what
each employee has learned right on the computer. Most programs have post-tests to
determine whether the employee has understood the training. Test scores give trainers
statistics for training evaluations.

Disadvantages

 These programs require trainees to be computer literate.

 They require trainees to have computer access.
 There is little or no interaction with a trainer; if trainees have questions, there’s no one
to ask.
 These programs are not effective at teaching “soft-skills,” such as customer service,
sales, or sensitivity training.
 They are not the best choice for new or one-time training. Trainers need live interaction
to ensure new skills or concepts are being communicated. Trainees need to be able to
ask questions and receive feedback.
 Some poorly designed programs are “boring” and result in trainees having a poor
retention rate of the material as well as a low finish rate.

Online or E-Learning

In addition to computer-based training, many companies with employees in a variety of

locations across the country are relying on other technologies to deliver training. According to
the ASTD “State of the Industry” report, companies are using a record level of e-learning, and
ASTD predicts that number will continue to rise. This method is becoming more and more
popular as access to the Web becomes more widely available. Some examples include:

 Web-based training. This method puts computer-based training modules onto the Web,
which companies can then make available to their employees either on the company’s
intranet or on a section of the vendor’s website that is set up for your company. There
are many courses available on the Internet in many different topic areas. These courses
provide a hands-on, interactive way for employees to work through training
presentations that are similar to CD-ROM or PowerPoint, on their own. Training
materials are standardized because all trainees will use the same program. Materials are
also easy to update, so your training is always in step with your industry. Web-based
training programs are also often linked with software (a learning management system,

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 or LMS) that makes trainees’ progress trackable, which makes recordkeeping very easy
for the training administrator.
 Tele- or videoconferencing. These methods allow the trainer to be in one location and
trainees to be scattered in several locations. Participants are networked into the central
location and can usually ask questions of the trainer via the telephone or by a webchat
feature. Lectures and demonstrations can be effective using this method.
 Audioconferencing. This method is similar to videoconferencing but involves audio only.
Participants dial in at the scheduled meeting time and hear speakers present their
training. Question and answer sessions are frequently held at the end of sessions in
which participants can email questions or call in and talk to a presenter.
 Web meetings, or webinars. This method contains audio and visual components.
Participants dial in to receive live audio training and also follow visual material that
appears on their computer screens. These presentations are similar to CD-ROM or
PowerPoint presentations and sometimes offer minimal online interactivity. Q & A
sessions may also be held at the end of sessions.
 Online colleges and universities. This method is also known as distance learning, and
many schools now offer certificates or degrees through online programs that require
only minimal on-campus residency.
 Collaborative document preparation. This method requires participants to be linked on
the same network. It can be used with coaches and trainees to teach writing reports and
technical documents.
 E-mail. You can use e-mail to promote or enhance training. Send reminders for
upcoming training. Solicit follow-up questions for trainers and/or managers. Conduct
training evaluations through e-mail forms.

Advantages

 Online or e-learning programs are effective for training across multiple locations.
 They save the company money on travel expenses.
 They can be a less expensive way to get training from expert industry professionals and
consultants from outside the company.
 They are useful for refresher training.
 They are good for self-directed learning.
 They can be easy to update with new company policies or procedures, federal
regulations, and compliance issues.
 They offer trainers a growing array of choices for matching training programs to
employee knowledge and skill levels.

Disadvantages

 These programs require trainees to be computer literate.

 They are usually generic and not customized to your company’s needs.
 Some employees may not like the impersonal nature of this training.
 Employees may be too intimidated by the technology or the remoteness of the trainer
to ask questions.
 Lack of computer terminals or insufficient online time may restrict or preclude access to
training.
 Inadequate or outdated hardware devices (e.g., sound cards, graphics accelerators, and
local area networks) can cause programs to malfunction.
 Your company’s Internet servers may not have enough bandwidth to receive the
materials.
 Self-instruction offers limited opportunities to receive context-specific expert advice or
timely response to questions

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How to Use a Blended Learning Approach

Blended learning is a commonsense concept that results in great learning success. The blended
learning approach is simply acknowledging that one size doesn’t fit all when it comes to
training. In a nutshell, blended learning means using more than one training method to train on
one subject. Here are several good reasons to use a blended learning approach:

 A University of Tennessee study showed that a blended learning program reduced both
the time and the cost of training by more than 50 percent.
 The same study showed a 10 percent improved result in learning outcomes compared
with traditional training.
 Learning experts believe that a big advantage of blended learning is that it more closely
replicates how people actually learn on the job, through experience and interaction with
co-workers.

This approach works well because the variety of approaches keeps trainers and trainees
engaged in training. Blended learning simply makes a lot of sense. Consider the many factors
that affect training:

 Subject matter
 Audience make-up
 Types of learners
 Budget considerations
 Space constraints
 Compliance issues

Any or all of these considerations affect your choices for training and may even necessitate that
you use a blended learning approach. Chances are you already use this method perhaps
without even realizing it. Have you ever:

 Used a PowerPoint training session and incorporated written quizzes, small group
discussions, and role plays at various points in the training?
 Broken a complex subject into parts and used a different training method to teach each
section or step?
 Used a live trainer with hands-on demonstrations for initial training and a CD-ROM or
online course for refresher training?

If you have done any of the above methods, you are already using a blended learning approach.
Here’s how to plan a blended learning training program.

Once you’ve identified training needs, answer these questions about each situation:

 What are the training conditions?

 Do you have a classroom? How many people will it hold?
 How many computers do you have access to?
 What resources are available?
 What are the characteristics of the training content? Is it soft or hard?
 Who is your target audience?
 What are its demographics?
 How many languages do you need to accommodate? Which ones?
 How many employees need this training?
 How quickly do you need to accomplish this training?

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How to Conduct an Effective Training Session

All the planning has been done. All the preparation is taken care of. You know your training

needs, you’ve set goals, management is behind you, you promoted your training schedule, and

prepared materials, space, and people. The time has finally come: Training day is here. Here are

some specific tips and techniques to help you run an effective training session that

accomplishes your goals in an enjoyable and engaging way for everyone involved.

Here are 12 proven techniques to conduct a successful training session:

1. Tell trainees what you’re going to cover. Introduce your session with a brief overview of the
training subject’s main points.
2. Tell them the information. In the main portion of the session, explain key points, go over
policies, demonstrate procedures, and relate any other information trainees need to know.
3. Tell them what you told them. Conclude with a summary of your opening overview. Use
repetition to help trainees grasp and retain information.
4. Always explain what trainees are going to see before you show a multimedia portion. This
practice creates a better learning environment by guiding trainees to know what to look for
and what to remember. Explaining the purpose of the multimedia ensures an effective
reception for its information.
5. Use as much hands-on training as possible. The most effective training uses all the senses to
affect learning. Demonstrate and apply teaching points to create greater understanding and
knowledge of the subject.
6. Test frequently. Tests are most effective when students know they will be quizzed, because
they’ll pay close attention to the material. Testing is an objective way to determine whether
training achieved its goals.
7. Involve trainees. For example, ask participants to share their experiences with the training
topic. Many trainees are experienced personnel who have valuable information to
contribute. All trainees will get more out of sessions by hearing about their co-workers’
experiences with the subject—and not just the trainer’s lecture points. Hearing different
voices also keeps sessions varied and interesting. Structure interaction time into all your
sessions.
8. Repeat questions before answering them. This practice ensures that all participants know
what the question is so they can make sense of the answer.
9. Analyze the session as you go. Always be on the lookout for what works best. When you
discover a new technique or method that clicks with the group, note it on your training
materials so it can be incorporated into the training outline to be used in future sessions.
10. Keep your session on track. Start on time and finish on time. Don’t hold up class waiting for
late arrivers. Run the class according to the schedule and don’t get too far off course.
Opening up discussion among participants may lead to some pertinent tangents, but don’t
let side issues take over. Ask if there’s enough interest to pursue a separate session on that
topic, but get this class back to the lesson plan.
11. Put yourself in their shoes—or seats. Give frequent breaks, especially for half-day or all-day
sessions.
12. Solicit feedback on the training session. Critiques work best when they are written and
anonymous, unless a trainee volunteers to discuss his or her thoughts in person. Trainee
input is vital for making the next session—and the overall training program—more
effective.

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These 12 steps are the basic foundation for a solid training session that runs efficiently and that

conveys the necessary information for meeting the session’s goals. They also incorporate ways to

begin improving training on the fly. In other words, you can’t go wrong by following these steps in

every training session you run.

It is possible, however, to get a little more creative—and memorable—by using some of the following

innovative techniques.

Make Training Memorable

Here are some softer training methods that are not necessarily essential to conveying

information, but that can make receiving data or instructions a much more enjoyable

experience, which will keep trainees involved and help them retain more information.

 Make learning fun. Why? Trainees will not be enthusiastic if training sessions are dry
and dull. Few employees respond to or remember complicated concepts or theories;
they want to learn practical information about what they can do to get better results
today. If they don’t find the message entertaining, they won’t retain it. Since variety is
the spice of life, use several different training methods to engage trainees in a variety of
ways. Also work to alternate the pace of each session to keep trainees’ interest level
high.

 Use humor. Humor helps keep enthusiasm at peak levels. Trainers can make a point
more effectively by using humor than by drowning trainees in statistics or theories.
Avoid telling jokes, however, because humor is so subjective that someone in your
audience may be offended and lose track of training for the rest of the session. Personal,
self-deprecating humor is the safest way to go.

 Use attractive packaging. Use materials that are well-packaged and that communicate
value. Professional packaging is a powerful tool for setting a good first impression.

 Encourage participation. Make the session lively by engaging participants in the learning
process. In fact, try to spend close to 80 percent of training time on group participation.
Encourage everyone in the training session to speak freely and candidly, because learning
occurs most readily when feelings are involved.

 Build self-esteem. Employees understandably want to know what’s in it for them. They
know that most training programs are designed to make money for the company, but rarely
does training lift employees’ spirits or help them to become better in their own lives. Create a

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 win-win environment by using the training program to build the participants’ self-worth and
self-esteem.

Training Day Checklist

Here’s a handy last-minute checklist to make sure everything is ready for your training session:

□ Dress appropriately. Use your audience analysis to figure out what to wear. In general, match
your manner of dress to that of your trainees—or go slightly more professional.

□ Arrive early. Give yourself time to check last-minute arrangements and get yourself mentally
geared up for the session.

□ Check seating arrangements. Make sure the set-up is ideal for the training style you want to
use and have some extra chairs for any last-minute trainees.

□ Check room temperature. Adjust it appropriately for the number of people who will be in the
room and the size of the space you will all be occupying.

□ Check audiovisual hardware. Conduct one last run-through to make sure everything is still
running smoothly.

□ Check electrical outlets. Make sure all your connections are safe. Don’t trail cords across
walkways or overload surge protector strips.

□ Check light switches. Know which switches work which lights so you can achieve the ideal
lighting for audiovisual materials and note-taking.

□ Check window-darkening equipment. Make sure blinds or shades are working properly.

□ Check arrangements. Make sure you have everything you need—including the training space
for the entire time you need it.

□ Lay out classroom supplies. If you will be demonstrating tools or equipment, make sure you
have everything you need.

□ Lay out course materials. Decide whether to put handouts on a table for trainees to pick up
on the way in or to lay them at every seat.

These are all effective techniques for running a successful session, but what kind of person does
it take to do the training? The best trainers have several qualities that make them good at what
they do. Check the list below to see which qualities you already possess—and to determine
which areas you could improve.

Qualities of Effective Trainers

While some of these qualities are obviously necessary for anyone in a teaching position, others

may not seem as necessary, such as being patient or open-minded. All of these attributes,

however, contribute to making top-notch trainers. All the best trainers are:

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  Good communicators. They speak well, express their thoughts clearly, and have an
engaging presentation style.
 Knowledgeable. They know their topic cold. They understand all the concepts and know
all the details. They can answer questions thoroughly and at a level that trainees
understand. If they ever can’t answer a question, they know exactly where to go to get
that answer and they promise to do so as soon as possible.
 Experienced. They know what they’re talking about. They’ve been in the field doing
what they teach in training.
 Good with people. Their personality styles may vary, but they enjoy working with
people. They can engage groups of people and work with them to meet training goals.
 Interested in learning. They recognize the value of learning in their own lives and want
to help others learn. They find satisfaction in sharing with others the skills and
knowledge they have acquired through hard work and persistence.
 Patient. They understand that people learn in different ways and at different paces.
They take the time to make sure each trainee understands what’s going on and leaves
training sessions with the skills and knowledge he or she came to acquire.
 Open-minded. They respect other people’s points of view and know that there are often
many ways to achieve the same objectives. They don’t assume they know everything,
but instead are willing to listen to and learn from trainees.
 Creative. They bring ingenuity and their own natural curiosity to the task of training.
They create an environment in their training sessions that encourages learning and
inspires trainees to reach beyond what they already know to explore new ideas and
methods.
 Well-prepared. They know their material, their objectives, and their plan of
presentation. They’ve checked to see that any equipment they expect to use in training
is in place and operational. They’ve made sure that all supplies and supporting materials
are available in the right quantities.
 Flexible. They are able to adjust their training plan to accommodate their audience and
still meet all training objectives.
 Well-organized. Good trainers can handle several tasks at once. They know how to
manage their time and their work.

Classroom or Instructor-Led Training

This is still the most popular training method because of its personal interaction and flexibility.
Here are tips for getting the most out of classroom learning:

 Outline lecture notes; don’t read them.

 Design each part of the lecture to reinforce a training objective.
 Always use visual aids, such as overheads, flip charts, or slides.
 Encourage trainees to participate by giving them note-taking guides and handouts to
follow during the lecture.
 Break up the prepared presentation by inviting trainee feedback and telling stories to
illustrate points.
 Whenever possible, combine lectures with other classroom methods such as workshops
or role plays to reinforce and illustrate points made in the lecture.

How to Use Handouts

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Well-designed handouts serve many useful functions in a training session—but only if they are
well thought out and used appropriately. Here’s how to create helpful handouts and make the
most effective use of them during training:

 Make your handouts look professional by using quality paper and a good printer or high-
quality copier. If you have the budget, use full-color handouts.
 Leave plenty of white space on handouts by keeping information simple,
straightforward, and uncluttered. Give participants room to make notes.
 Use large type that is easy to read. Don’t mix typefaces.
 Use bullets and borders to organize information and make points easy to follow.
 Use headings for important issues and titles.
 Use graphics whenever possible to illustrate important points.
 Use different color papers for handouts on different topics.
 Number handouts for easy reference when going over them with participants.
 Wait until the end of the session to pass out handouts that you will not discuss in class
to prevent distracting participants during the session.
 Remember: Handouts supplement a presentation, they are not the presentation itself.

Perfect PowerPoint

PowerPoint presentations are one of the most popular and powerful training tools in use today.
As with any tool, there’s a right way and a wrong to use it—and the tool’s effectiveness is
directly proportional to the way it is used. Here’s how to get the most effective use of
PowerPoint presentations:

 Outline your presentation’s main points and message before creating a single slide.
Story comes first, then slides.
 Keep slides simple. Use only three to five bullets and one or two graphics per slide.
 Keep animation to a minimum. Don’t use it just because it’s there. The software allows
you to make text and images move, blink, fade in, swoop over, etc., but most of this
movement is only a distraction and actually hinders audience retention of the points
you’re trying to make. Trainees may pay more attention to the pretty colors or the
impressive effects as words come flying in than to the information those words contain.
 Limit the number of slides to between 20 and 30. This is generally a comfortable amount
of information to give out in an hour-long presentation. Fewer slides may not cover a
topic adequately and more slides may cause information overload in trainees.
 Run your completed presentation a few times on your own computer to fix any glitches.
Also run it a few times on the computer you will be using in class to make sure it works
smoothly on that machine.
 While running your presentation in the training room, figure out the best place to
position yourself. Choose a spot that gives you easy access to advance slides as well as
availability to audience members so that you can see whether they want your attention
to ask questions or comment on a slide’s points.
When rehearsing your presentation, experiment with lighting in the room to make sure
that slides are easily visible and that there’s enough light for trainees to take notes.
 Begin each session by giving a brief overview of the topic and/or asking participants
what they expect to learn before getting into the slide presentation. This establishes a
connection between you and the audience in which you can set up an atmosphere of
interactivity before lowering the lights, which could inhibit audience members from
speaking up if you haven’t set the stage for them to feel free to do so.

Training Pitfalls

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In an ideal world, training will always be successful. There are ways that training can go wrong,
however, and forewarned is forearmed. According to a 2001 strategic planning workshop on
human capital sponsored by the National Institute of Environmental Health Sciences’ (NIEHS)
Worker Education and Training Program (WETP), there are several possible problems that can
lead to either trainer burnout and/or a less-than-successful training program. Here’s what can
go wrong, along with ways to make it right:

How Trainers Develop Burnout

 They get in a rut by always training the same topic.

 They get in a rut by always using the same training methods.
 They are discouraged because of management’s lack of support.
 Their hands are tied by an inadequate budget.
 They do not receive ongoing train-the-trainer instruction.
 They do not receive proper materials or instruction for training across language barriers
or cultural differences.
 They do not get into the field enough to customize their training beyond book learning.

How to Keep Trainers Fresh

 Rotate trainers onto different topics.

 Encourage using a variety of training methods.
 Promote your program to management and get their verbal and public support; ask
management to personally encourage trainers.
 Present a realistic and ambitious budget that provides for all your training needs.
 Encourage and provide for ongoing training and career development for trainers.
 Assess your training audience ahead of time and provide trainers with language-
appropriate materials and cross-cultural information.
 Arrange for trainers to visit the operations in which they train on a regular basis to keep
current on new methods.

Why Training Programs Fail

 No training goals are set.

 Training goals are not in line with company goals.
 No accountability measurements are set up for trainers or trainees.
 Training is regarded as a one-time event and not as an ongoing need.
 Little or no support is given from upper management.

How to Make Your Training Program Succeed

 Set specific training goals with a committee that includes top management.
 Align training goals directly with the company’s strategic and financial goals.
 Set up an accountability system to measure the effectiveness of trainers and trainees;
determine whether trainers successfully communicate information and whether
trainees successfully apply what they’ve learned to improve their job performance.
 Design a training schedule that includes ongoing training, such as beginner,
intermediate, and advanced as well as refresher training. Incorporate this calendar into
the company’s calendar of holidays and other company events.

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  Always have a representative from upper management on your training committee to
ensure that training is an integral part of your company’s present and future plans for
success.

VI. Summary:

► This Training technique in which the learning derives principally from the participants
themselves rather than from an instructor. In addition, to the lecture method, which has
already been dealt with the detail. We need to have a view few other training methods.

VII. Review Questions:

● What are the core of Effective Training Techniques?

● What are the Advantages and Disadvantages of Classroom Led Training?
● What are the Advantages and Disadvantages of CBT ( Computer Based Training )?
● How to conduct an Effective Training Session?
● What is Training Planning?

VIII. Assessment :

Answer the following in a separate sheet of paper.

A.

1. What are the benefits of classroom Training?

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2. What is an Instructional Training?

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 3. How Was The Overall Online Training Experience?

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4. Were You Able To Connect With The Online Training Content?

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5. How to write a paper to present in seminar?

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B. Research

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Research on the topic using different sources like internet, books magazines. Write your answer
in a separate sheet of paper.

● What are the qualities of effective trainers?

● How to conduct effective training.
● What are the effective training methods.

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