Module 7 Training PDF

an sm O Module 7 Training ir es od M g. En 1 Modesir Osman-IdipNEBOSH  There are six characteristics of adult learners. Adult learners...

an sm O Module 7 Training ir es od M g. En 1 Modesir Osman-IdipNEBOSH  There are six characteristics of adult learners. Adult learners Involve participants in the training. Are autonomous and self- Instructors should serve as facilitators. directed Instructors must determine the interests of the students. Trainers must recognize the expertise of the students. an Have a foundation of life Trainers must encourage participants to share their experiences experiences and knowledge and knowledge with other students in the training. The training must have clear and understandable objectives sm Are goal oriented. The instructor must be organized in his or her training session The instructor/trainer must explain how the training Are relevancy oriented objectives relate to the training activities. O The instructor should acknowledge the wealth of knowledge and experiences the participants bring to the training. Need to be respected. Treat all participants in the training as equals rather than subordinates. Are practical ir The instructor should demonstrate the relevance of the training to the actual job. es Training Program The primary purpose of training is to solve an actual problem in the workplace or od to modify specific behaviors. Performance Analysis: M Purpose to determine if training is the right solution for workplace problem Instructional Design: Develop what methods will be used, g. What materials are to be used, What order the training events will happen. En Materials Acquisition or Development: - Purchase or develop the training materials. - Target the specific audience. - The materials should reinforce the training objectives being sought Delivery of Training: Course Evaluation: Purpose to obtain feedback from the participants 2 Modesir Osman-IdipNEBOSH  Delivery Methods An important aspect of delivery methods to consider when determining specific delivery methods is the retention of information.3 types of delivery method instructor-led training, self-paced training, and structured on-the-job training an 5% Lucture 10% sm Reading 20% Audiovisual 30% Demonstration O 50% Discussion group 75% ir Practice by doing es 90% Teaching others Retention rates based on delivery methods od M Instructor-Led Training Self-Paced Learning Structured On-the-Job Student typically learns at their Training own pace by using training Conducted by a work supervisor Instructor who presents the materials such as workbooks or g. who acts as a coach or guide in material in a classroom. textbooks. the training process. Computer-based training A clear set of goals and objectives En Instructor serves as a facilitator (CBT) should be established prior to the and keeps the instruction flowing training. toward an established objective. Advisable to purchase or develop one that requires the student to The supervisor, acting as the complete all courses of study prior instructor, should document that to taking the test the training has been completed. 3 Modesir Osman-IdipNEBOSH  Training Needs Analysis (TNA):  Should be performed prior to developing and implementing a training program.  To determine what the level of workers performance is and compare it to a desired performance level.  TNA can be analyzed by observing performance, interviewing employees, reviewing quality scores, and completing employee questionnaires. Techniques an Direct observation Questionnaires Consultation with employees having knowledge of the task sm Review of documents and relevant literature Interviews Focus groups Tests Records and reports (i.e., quality assurance/quality control reports) O Representative samples of behaviors Type of Needs Analysis ir es To determine the desired training needed by the organization. To answer why training is the recommended solution Context Analysis od Who decided that the training would be conducted And what is his history of the organization in regard to employee training. Focuses on the prospective students and instructors. It determines who is going to receive or instruct the training and what their existing knowledge M User Analysis Level of the subject matter is. Assists in determining what the most appropriate learning style of potential participants is. Focuses on the desired skill and performance requirements of the job being performed. g. Work Analysis can start review of the various job descriptions and requirements. Thorough analysis of the documents used in the job En Content Analysis Review of laws or written procedures that are directly related to the task or job. Training Suitability A thorough analysis of the task, job, or project is performed to determine if training is the desired (or only) solution to performance problems. Analysis. Cost–Benefit To determine the return on investment to the company from the original investment of training Analysis costs. 4 Modesir Osman-IdipNEBOSH  Training Program Development Training program development involves a systematic approach, which includes the following steps or phases: Written performance objectives Content outline Selecting the training delivery method an Selecting the materials to be used in the training Testing and evaluation sm Written Performance Objectives 1- Objectives should be: Elements to consider General O The goals and objectives should identify exactly what - Clear - Target audience employees are expected to - Concise, - Behavior do to perform their tasks, to - Condition improve their performance, ir - Measureable, - Degree/standard and to improve their - Shared with the es behavior employees od Developing Course Outline 2- How course to be conducted, items included bellow: M g. General course description Goals and objectives What is and isn’t covered in List the goals and objectives Outline of course structure the course of successfully completing How the course will be broken Teaching approach (i.e., the course down (i.e., modules, hands-on, etc.) En lecture, discussion, hands- on, etc. Time required to complete the Course requirements training Prerequisites Evaluation criteria 5 Modesir Osman-IdipNEBOSH 3- Selection of Training Delivery Method Method of delivery that meets the desired objectives of the training program and is economical to the organization an Must be adequate for the target audience’s skill and literacy level. sm 4- Development of Course Materials O Materials Introduction, presentation, practice and feedback, and a should summary of the materials presented. include: Text, graphics, charts, examples of “real world” experiences, and a host of other items. ir es 5- od Testing and Evaluation M Pretests Review Tests Posttests g. To determine the skill level Given during the presentation Should be designed to of students prior to being phase of the training determine if the participant presented the course can perform the learning materials objectives. En Beneficial whenever courses are more than a couple of hours in Can be used to assist in length quantitative measurements of Final results can be quantitatively measured to determine if the the course course materials or delivery methods are adequate to Beneficial tools for the instructor and achieve the desired goals and the students, by letting the instructor objectives know if students are receiving the materials and letting students know what type of evaluation is expected. 6 Modesir Osman-IdipNEBOSH  Media Presentations PowerPoint Charts and Graphs an Provide both visual and Inserted into PowerPoint presentations or audible formats presented separately sm Font styles:serifs , sans serifs, script fonts, Gothic or Helvetica Visual representation of data, in which “the data are represented by symbols, such as bars in a bar chart, lines in a line chart, or slices in a pie chart O Font size:at least 16 points, with at A graph may refer to a graphic (such as a chart or least a 2-point size difference in the diagram) depicting the relationship between two or text and the headline more variables used, for instance, in visualizing ir scientific data es od M g. Training records shall include the following information En The dates of the training sessions The contents or a summary of the training sessions The names and qualification of persons conducting the training The names and job titles of all persons attending the training sessions Training records shall be maintained for 3 years from the date on which the training occurred 7 Modesir Osman-IdipNEBOSH  an sm O ir es od M g. En 8 Modesir Osman-IdipNEBOSH