Domain 8 Training and Education

Domain 8 Training and Education

• The primary purpose of training is to solve workplace problems or modify behaviors.
• Training programs typically follow these steps: Performance Analysis, Instructional Design, Materials Acquisition/Development, Delivery of Training, and Course Evaluation.

Delivery Methods

• Instructor-Led Training (FTF): Instructors present material in a classroom setting, or through online meetings
• Self-Paced Learning: Learners work through materials like workbooks, textbooks, or computer-based training (CBT) modules at their own pace.

Retention Rates

• Retention rates vary based on delivery method. Lecture has 5% retention, reading has 10%, audiovisual 20%, demonstration has 30%, discussion group has 50%, practice by doing 75% and teaching others has 90% retention rates.

Training Needs Analysis

• Determine the desired performance level and compare it to worker performance.
• Analyze through observation, employee interviews, review of quality scores, or employee questionnaires.

Types of Needs Analysis

• Context Analysis: identifies the desired training needs
• User Analysis: determines who will receive instruction and their existing knowledge level.
• Work Analysis: identifies the desired skill and performance requirements for the job being performed. This is sometimes referred to as task or job analysis.
• Content Analysis: reviews documents detailing requirements, such as confined space entry requirements.

Training Suitability/ Cost-Benefit Analysis

• Analyze the task, job, or project to determine if training is the solution for performance problems.
• Consider the cost-effectiveness of training against the potential benefits.

Training Program Development

• Define content, establish written performance objectives, choose delivery methods, select training materials, and create testing and evaluation procedures.

Testing & Evaluation

• Pretests: assess skill level before training materials.
• Review Tests: given during training, but before the posttest
• Posttests: determine the skills learned by comparing with pretests, review tests and evaluate the course.

Media Presentations

• PowerPoint presentations should use at least 16-point sized fonts and a 2-point difference between text and headers, for better visual understanding. Block letters generally work well.

The ABCs of Behavior

• Antecedents (Activators): factors that trigger a behavior, including spoken words, observed occurrences or feeling.
• Behaviors: Actions or responses
• Consequences: Results that follow an action, which can be positive or negative.

When Training is the Solution

• Identify and solve issues surrounding employee performance if problems appear because of: Lack of Knowledge, Lack of Skills, or Lack of Abilities.

Training Principles of Learning

• Stimulate multiple (sensory) senses, organize content logically, identify the need for training, and teach principles and procedures first.
• Include short practice periods with breaks.
• Ensure participation and give learners knowledge of results
• Reward positive performance , acknowledge results immediately
• Keep trainees interested and challenged via active learning exercises

Sequencing Training

• From general to specific, simple to complex, and from theoretical to practical.
• Start with known information to lead to unknown or new information.

Training Delivery Methods

• Instructor-Led Training: In-person or online sessions led by an instructor.
• Self-Paced Learning: Learners progress through the materials at their own speed.
• Structured On-the-Job Training: Employees learn while working under the guidance of a supervisor.

Training Topics & Considerations

• Safety considerations for new and old employees, contractors, and public.
• Topics (like safety, hazmat training, etc.) to cover, and how to deliver effective training or specific learning experiences to reinforce desired behaviors and processes, based on the skills gap and knowledge level or need.

The 3 Basic Types of Delivery Methods

• Include instructor-led training, self-paced learning, and structured on-the-job training.

Training Needs Analysis and Program Development

• Detailed needs analysis, program development steps, testing, and evaluation to ensure effective training.