Development & Implementation of Training

Development Of Training
The development phase of training shows two inputs:
Alternative method for instruction Factors that facilitate learning and transfer.

Development Phase
Program Development Plan

Determined factor that facilitate learning and transfer

Instructional Strategy Alternative Instructions Methods

Instructional Materials Instructional equipments Trainee and trainer Manual Facilities Trainer

Input

Process

Output

Instructional Strategy
The strategy is compiled in a written document, often called a programme development plan. This plan details the methods, materials, equipment, facilities and trainers for the training programme.

Three issues that instructional designers consider when they devise an instructional strategy: How will course material be grouped and sequenced? What instructional methods and tactics will be used to present material? How will assessments measure a learner's success?

Instructional Strategy
The important issues to address in the development of the instructional strategy are:
1. Content: Learning points It is an important piece of information that a trainee must acquire to accomplish the learning objective. Materials and equipments Document all the necessary material such as text, overheads, and the like, and the time frames for their completion Trainees manual To keep the trainees interest and their complete involvement in discussions, provide notes on all the information that will be presented. Trainers manual It provides al the information in the trainee's manual and the information on what the trainer needs to do it and how to do it Facilities If the training is taking place in the companys facility, be sure the room is available by reserving it. If the training will be off- site , then be selective as to design of the room.

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Instructional Strategy
6. The Training room (Furniture, Furniture- set up) Whether you are designing a training facility or going off-site to train, many factors contribute to making the training room, a learner friendly environment. 7. Off site training facility Going off site allows the trainer to choose a facility compatible with the needs of the particular training event. 8. The Trainer To develop a successful training program is to use a seasoned trainer and a manager to team teach the training programme. 9. Trainer KSAs Although most of the knowledge and many of the skills required of a trainer are trainable, it would be best to be able to begin with individuals who already possess the attitudes identified because attitudes are more difficult to change. 10. OJT Trainers On- the job trainers are usually classified as a job holder or supervisor for the job for which they are providing training. As a result, there are some unique issues to consider. For OJT programs to be effective, the trainers needs to: Know the job to be trained Be skilled as trainers Be motivated to be trainers Be knowledgeable in the interpersonal skills

Trainer KSAs required of an Effective Trainer

Knowledge Skills Attitude Subject matter Interpersonal Communication Skills Verbal skills (ability to explain clearly) Activity Listening ,Questioning, Provide feedback

Commitment to the organization

organization Adult Learning Process Instructional methods

Commitment to helping others

Platform Skills (ability to with Inflection ,gesture appropriately and maintain eye contact )
High level of self-efficacy

Organizational Skills (ability to present information in logical order and stay on point )

Alternatives to Development

Consultant

Outside seminars

Focus on small business

Alternatives

Implementation
Input
Program Development Plan Dry run Instructional Materials Instructional equipments Trainee and trainer Manual Facilities Trainer Evaluation Implementation Pilot program Learned KSAs

Process

Output

Implementation of training

To put training program into effect according to definite plan or procedure is called training implementation. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program.

Implementation Ideas for Training

Icebreaker- an icebreaker is a game or exercise that prompts trainees to get involve in meeting and talking to others. It design to generate energy that will transfer rest of the training. Learning objective- another useful step at beginning of training is to review the learning objectives. This will understand the need to learn the KSAs. Provide Variety- provide variety during training to maintain interest. It is known attention begin decline after 15 to 20 minutes of lecture, be sure to provide breaks, activities, and the like to keep trainees interested in what you are saying. Keep a watchful eye on the trainee to signal time for break . Even 5 min stretch can help. Exercise or game- a game or exercise is helpful in retaining the learning, valuable for gaining and maintain interest, assuming that the games are relevant.

Steps of implementation of training

Step 1- The experiences: In this all trainee begin by sharing a common experiences. The experience should not related too closely to the actual work setting. Step 2- The lecturette: After experiences, the trainer provide information related to topic at hand. This can be lecture, a video, or some other form. step 3 Processing the information and experiences: In this all trainees work in small groups to discuss their experiences, based on the information they just received. Step 4- generlizability: Main aim of this step to see how the learning is relevant to situation outside the training or on the job . Step 5- practice: The trainee receive another task similar to actual job so they can practice the newly found or learnt skill.

Implementation Ideas for Trainers

Preparation: As a, trainer you need to arrive at the training site early enough to ensure insure everything is in order. It includes checking sitting arrangements, material etc. before trainee begin to arriving. First impression: It is impression made by trainer on trainee mostly in case of physical appearances. Like his/her clothes, shoes, hair etc. The start of training: When trainee begin to arrive, greet them individually. Small talk with individual trainees before the session helps make them comfortable and, in turn, will facilitate discussion once the training begins. The podium: to avoid any barriers trainer can use podium for communication as it make easy for both trainer and trainee to make two way communication. Communication: listen and ask question carefully, provide clear information with each exercise used and moving around while talking.

Tips on dealing with different trainees (1,2)

1. Quiet Trainee :
Involve them in small group discussion. Rotate the person who is responsible for GD. Do not attempt hard to get trainee participate.

2. Talkative Trainee:
Tone down the trainee input but dont embarrass anyone. Ask others for their opinion. Ask trainee to speak in private.

3. Angry Trainee:
Trainee must be dealt early on before they disturb the class. Ask trainee to identify the way he would be able to use training.

Tips on dealing with different trainees (2,2)

4.

Comedian Trainee :
These trainee are gift and a curse. If jokes get out of hand, talk with the comedian. Ignore if joke is directed towards trainer.

Dry Run
Two important steps that should be completed before training is Dry Run Pilot program

Dry run : is designed to determine the value and clarity of various pieces of
training.The trainer should be someone involved in training design and development. For effective dry run choose some potential trainee. Its important ask participant list of questions : Is the situation realistic for the organization? If it is not, future trainees might dismiss the training as being irrelevant. Is the information and direction for the exercise clear enough for trainees to do the exercise? Is the time allocation too long or short ?

Pilot Program
Pilot Program : differ from dry run as dry run refines the training to
eliminate any major glitches pilot program even focuses on minor glitches. Trainee are chosen carefully so that they could spread word about training in organization. The words should be positive, so that when new trainee joins, they could bring positive expectation. The main goals of pilot program are: To provide the trainees with the relevant training To assess further the timing and relevance of modules and various training components To determine the appropriateness, clarity and flow of material.

Transfer Of Training
Is use of training input in actual workplace. Actual learning after training . Implementation of skill and knowledge after training. Example : purchase department where employees dint implemented what they learnt from training. Three areas need to be considered : 1. Training participant attributes. 2. Training program design and delivery. 3. Workplace Environment.

Supervisor And Peer Support Trainer Support

Process

Output

Post-Training Self-Efficacy

Learned KSAs
Relapse Prevention And goal setting

Practice Learned KSAs on the Job

KSAs Transferred To the job

Supportive Climate

Alignment of Reward System

Valance of Outcomes

Transfer of Training