Training strategies & Session planning
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Transcript of Training strategies & Session planning
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Training strategies & Session planning
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Training strategies
Session objective; learn what training strategies is be able to apply the strategies learnt
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What is training strategy
the appropriate means to achieving the defined goals and objectives
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Strategies
Enhancing Knowledge Learner will understand the
facts/informationtherefore the strategy is to: provide the facts and information in a
way that it will be retained for future use
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Developing SkillsLearner will be able to
“do something”
therefore the strategy is to: demonstrate or provide instructions
to practice with feedback to correct mistakes
Strategies
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Clarifying AttitudesLearners will adopt new values, perspectivestherefore the strategy is to:provide an opportunity for self analysis through feedback and value clarification exercises
Strategies
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Session planning
A logical approach to effective planning;
THE FLOW CHART
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• Training Medium
• Major Types
• Elements
• OHP/Powerpoint
• Audio & Video
• Slide Projector
• Flip Chart/White
Boards
• Felt Boards
• Flash Cards
Training Medium
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Training MediumMedium available to ensure that the
communication is clear, understandable, and as effective as possible.
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Training Medium Benefits
Retention Impact Understanding Attention
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Training Medium: Major Types Overhead Projector Audio & Video Slide projector Flip Charts/White Boards Felt boards Flash cards
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Training Medium:Elements Graphics: for summarizing information
through drawings, words, symbols, pictures
Tables: for showing categories in sequence
Charts: for summarizing data, explaining process, describing a set of relationships
Posters: for display in public place to attract attention to reinforce ideas, attitudes
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Training Medium: OHP/Powerpoint Useful for:
Sub-titles of lecture: with short supporting text
Definitions Graphics Tables
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Training Medium: OHP/Powerpoint Things to be noted
font size is large to be seen by those at the back
visuals are in correct sequence & numbered check the equipment in advance read off the glass/screen you are not blocking someone’s view turn it off when not in use electricity is guaranteed; back-up needed
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Training Medium: OHP/Powerpoint Rules for making transparencies:
Main Title: Minimum 24 font size Sub-titles: minimum 20 font size Text: minimum 18 font size Lines: not more than seven lines on each
transparency At least 2 different font types
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Training Medium: Audio & Video Useful for
individualised learning, distance learning, small group instruction
Pre-recorded speeches of experts
demonstrate real/simulated events demonstrates actions/reactions
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Training Medium: Audio & Video Things to note
pre-test the equipment ensure that the cassettes are in starting point ensure that the sound and picture quality is
audible and visible the physical environment is quiet and dark avoid audio and video aids soon after a heavy
meal
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Training Medium: Slide Projector Useful for:
to show outside events inside the room photographs of processes scenic photos to change the mood of the
participants to have an impact & emphasise the area under
discussion
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Training Medium: Slide Projector Things to note:
pre-test the equipment ensure that slides are in the right order ensure picture quality is visible the physical environment is quiet and dark supplement the visuals with explanations
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Training Medium: Flip Charts/White Boards Useful for:
writing the main points or structure of session in advance
writing down the input provided by the participants as it comes
writing important points during the session
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Training Medium: Flip Charts/White Boards Things to note:
use large, readable letters; avoid using full capital letters
don’t speak as you write. turn to the audience while speaking
avoid spelling errors ensure that those at the back can read use chiseled tipped markers for thicker, more
visible writing
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Training Medium: Felt Boards Useful for:
Cut outs Display of flash cards Display of chart paper Display of outcomes of group work
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Training Medium: Felt Boards Things to note:
ensure that the board is placed in view of all participants
ensure that materials on the board are visible to all in the room
ensure that there is sufficient amount of board pins to place the material
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Training Medium: Flash Cards Useful for:
writing and placing participants’ input in a few words
writing the main points and placing them on the felt board as you speak
re-categorising ideas put on the cards after a brainstorming session
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Training Medium: Flash Cards Things to note:
only one or two words can be written large writing is required avoid using too many cards especially for a
large group colour combination can be used for
categorising
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CHOOSING APPROPRIATE TRAINING TECHNIQUES
Knowledge (facts/information)Learner will understand
Training ActivitiesReading, songs, lectures, brainstorming, TV, radio, audio-tapes, video, computer, programmed instruction, debate, panel, interview, galleries-work stations, field trips
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CHOOSING APPROPRIATE TRAINING TECHNIQUES
SkillsLearner will be able to do something
Training ActivitiesDemonstration or instructions followed by practice with feedback to correct mistakes; role playing, in -basket exercises, drill, games, coaching, case studies, worksheets, simulations.
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AttitudesLearners will Adopt new values, perspectives
Training ActivitiesDiscussion, role play, role-modeling, values clarification exercise, film/video, case study, critical incidents, debate, games, self-analysis, feedback, simulation, field trips
CHOOSING APPROPRIATE TRAINING TECHNIQUES
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Monitoring & Evaluating
Training
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Why evaluate? corrective measures ideas what works and what does not reinforcement others
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EVALUATE, WHAT? SATISFACTION LEARNING APPLICATION PERFORMANCE
Donald Kirkpatricks’ four level model, introduced in 1959
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EVALUATING SATISFACTION
We want to know the participants estimation of the professionalism of;
the trainers the quality of materials used the pace of instruction
“assessing the learning environment”
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EVALUATING LEARNINGHave the participants acquired the KNOWLEDGE, SKILLS & ATTITUDE that was shared in the course of the training
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EVALUATING the “KSA’s”
KNOWLEDGE: Written exams oral exams application in other training
activities
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SKILL: observation on the job or in
practical role play case studies with decision-making development of product training design drama
EVALUATING the “KSA’s”
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ATTITUDE: Indirectly by observing behaviors interpersonal relations approaches to issues/problems choices of activities
EVALUATING the “KSA’s”
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EVALUATING APPLICATION
Whether the participants have the intention to apply their learning
followed up to check the initiatives
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EVALUATING PERFORMANCE
Did the training make a measurable difference to the persons performance
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POST TRAINING MONITORING Guidance, Coaching and Mentoring
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METHODOLOGIES Survey questionnaire Key informant interviews Focus group interviews Observation Informal survey