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 energisersduring 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 (Self-concept)

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 problem-centered rather than content-oriented (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

Learning Cycle

Training Needs

Analysis

Module Development

Training Delivery

Training Evaluation

Training Needs Analysis

Customer feedback

Wastage

New technology / procedures

Appraisals

Feedback from Boss / Peers / Self

SOPs

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 Discussion

Role PlayCase Study

ExercisesBusiness Games

Technology

SMS

E-Learning

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

arun@trainersforum.in

+91 99201 40053

The illiterate of the 21st century will not be those who cannot read & write, but those who cannot

learn, unlearn, and relearn - Alvin Toffler