L&D REV
1. Train the trainer
Effectiveness of training – skills of the trainer -help determining the
success or failure of the training – aim of the trainer to ensure that the
trainees are actively engaged and are participating in the sessions-
training adults – challenging – require active listening, motivation and
respect since they bring in their own experience- this can be done if the
trainer is an effective communicator, skilled and logical – can harness
psychometric analysis and then see whether the training is actually
helping the trainee learn new skills that can help the org grow – trainers
are required to be people centric.
Trainers must know how to be interactive, skilled in what the training is
planned on, must know how to use tech and provide effective solutions -
essential to be open to learning and accepting feedback whether good or
bad and then mould the training accordingly
Each trainer – some harness traditional while other harness modern
methods of training - diff styles of training (some egs. Service delivery, e-
learning, mobile learning, instructor led etc – many to make their sessions
interactive employ interactive methods like role playing, hands – on etc –
intent is to make the session interactive, active and ensure that the
participants are able to grasp the skills effectively, that can be applied at
the workplace that can help the business meet the requirements
Qualities of a trainer – active listener, SME, must have good
communication skills, must be visionary, must be open to feedback, must
be a constant learner, people centric, motivator , must a high EQ, have
humour , be sincere , help in creating a positive environment , knows how
to reduce distractions, assess in solving problems by providing case
studies , be an active presenter, is able to build trust among the trainees,
is able to set clear objectives after analyzing the trainees.
2. Traditional and CBT
Upskilling – essential within orgs – although business landscape has
changed significantly due to modernization and digitalization – traditional
methods still valued within orgs.
OJT – occurs within workplace- employees are expected to self engage and
learn from the experiences that occur in the daily life – provided guidance
from seniors and mentors – allows them to learn while working – tools are
harnessed in order to train trainees engaged in such a form of training
Off Job Training – here the emps are given time off from their workplace
and allowed to get themselves trained during this period- expenses are
high in this method since includes resources, travelling, infra etc – focus is
on theoretical learning
Upskilling Methods (Trad)
Lecturing – most traditional method – can be confused as a one sided
method- very informative which if not made engaging and interactive can
sound like a monotonous session
Demos – theory + prac – cases, real life situations are given to the
trainees who then are asked to address them using their own creative
thinking and experience – however if this session has no
discussion/interaction then the creativity gets limited/ eliminated from the
process
Business games – interactive – assesses the trainees skills (time
management, problem solving , social skills etc) – real life scenarios given
to the trainees who then are expected to resolve or address them in
groups or as indivs using different skills
Role playing – enacting scenarios to judge the reaction of the trainees
On the other hand, tech based learning is widely gaining a lot of fame
among learner since this is allowing them to obtain any certification or
degree from anywhere around the world. IBM -initiator – 80% of their
trainings a few years ago moved into an online format – wide adoption of
AI, ITS- revolutionized training
Today most of the youth is harnessing modern methods in their workplace
not only for training purpose but also for their day to day ops – offer
letters being received over the net and SNS (LinkedIn etc)- induction progs
conducted online using meeting platforms like Zoom and Teams-
employee feedback conducted via online survey portals like Survey
Monkey etc- Youtube for immediate learning or consultation - with the
advent of time and changing technical landscape more and more
modernization is taking place – exams thru online methods – such tools
and tech helps in guiding today’s youth
2 ways considered while conducting exams online – Norman Crowder’s
method – MCQs + feedback for incorrect answers and Skinner’s structured
methods that ensure learning in a structured fashion
Upskilling (CBT)
VR-significant tool – many people all over the globe use this tech – helps in
simulating real world scenarios – immersive learning – helps in providing a
hands-on before facing the same scenario in the real world – like new
medical professionals are given a hands-on for the operations via VR
during their probation – method uses advanced tools and devices like
special glasses , headphones and consols etc – cost effective and a
practical and an engaging way of harnessing training
E-Learning – coined and emphasize by Elliot Masie & Tony Blair
respectively- intended to revolutionize the training process by modern
methods- requires good net, access to multimedia tools etc – method is
cost and user effective – allows learner to learn from anywhere on the
globe- flexi and convenient – 3 types : synchronous [instructor led, real
time interactions and support can vary], asynchronous [self-paced, digital
resources are available since instructors are not available in this mode]
and blended [ combo of 2 ,can be made a self-paced or an instructor led
training]
These days blended method is on the rise since in this method due to an
involvement of a variety of techs, it seems that it is more trainee friendly,
flexi, convenient, cost effective, engaging and interactive - LMS employed
to store the resources that are used during the training process [promotes
self-learning]
3. 4 learning designs & 4 objectives
Or
3. Inspite of learning objectives being met what are the barriers
to a non transfer of training ?
Learning theories – helps in understanding how knowledge is acquired –
trainers thus able to design effective progs that help in meeting the org
goals and help the trainees develop life long skills that can be used in
their career progression.
Theories lay the objectives that explain, describe and predict the learning
pattern thus ensuring a productive work environment.
Managers – crucial role in ensuring that their subordinates are able to take
the opportunity and learn new skills that can not only ensure productivity
in their day to day ops but also benefit their career
Approaches to learning :
1. Cognitive: internal processes like practicing memory and prob
solving ; influenced by ext factors
2. Social: focused on social identity and self-realization – how an indiv
perceives himself or herself within a group and interacts within their
surroundings
3. Behavioral: based on the behavior pattern of an indiv – based on the
experiences and the interactions that a person has in the
environment
4. Classical conditioning : how a stimulus is associated with the
response thru repeated exposure
5. Goal setting: introduced by Edwin Locke – specific goals lead to
better performance – emphasized on having a clarity of thought-
understand the difficulty level of the challenge- receive feedback
such that are able to make the necessary adjustments to the way
the task is addressed- understand the task complexity and find flexi
ways to overcome the challenges
Learning Design:
1. ADDIE Model: Linear model that involves five phases- Analysis,
Design, Development, Implementation, and Evaluation- structured
approach that helps ensure a systematic and thorough design
process.
2. Merrill's Principles of Instruction (MPI): Focuses on five key principles
- task-centered learning, activation of prior knowledge,
demonstration of skills, application of skills, and integration of
learning.
3. Gagne's Nine Events of Instruction: nine instructional events that
can be used to design effective learning experiences. These events
include
i. Gaining attention, informing learners of the objective
ii. Stimulating recall of prior learning
iii. Presenting the stimulus material
iv. Providing learning guidance
v. Eliciting performance
vi. Providing feedback
vii. Assessing performance
viii. Enhancing retention
ix. Transfer
4. Bloom's Taxonomy: While not strictly a design model, Bloom's
Taxonomy is a framework for classifying educational objectives.
Learning Objectives:
1. Knowledge based: trainees with be able to understand the level of
the knowledge that they could grasp and apply to their day to day
ops
2. Skill based: trainees will develop skills that will make thei r
operations smoother – hands on over a software will ease their day
to day tasks
3. Attitude based: if the training is well structured and designed then
the trainees will develop a positive attitude-will be more
collaborative-emphasize of teamwork-promote inclusion and
diversity within a group setting and will encourage others
4. Effective Communicator: trainees will become effective
communicators-easily explain a concept in layman’s language with
proper examples and demos
Challenges
Rapid change in the biz dynamics- modernization and digitalization-use of
advance techs – need for a constant sharing of knowledge – challenges
present – reduces productivity and increases the emp churn rate of an org
Challenges from external factors
1. Economic changed
2. Changes in govt policies
3. Changes in industrial norms
4. Increase in competition
5. Changes in political factors
Challenges from internal factors
1. Changes in mgmt.
2. Low employee motivation
3. Lack of work life balance
4. Poor budget
5. Lack of resources
6. Little to no mentoring
Therefore, for an org to grow and succeed – essential to prevent the
internal factors – pa interest in developing their employees with proper
mentors, coaches and materials- must have an effective T&D department
that is able to access the employees’ strengths and weaknesses with their
managers, lay the training and development objectives, create proper
training keeping in mind the design , is able to provide a mentor and a
coach and have an effective feedback and an evaluation method in line
Crucial for an org to provide a proper work life balance to the employees
such that they aren’t burnout and are able to manage their time
efficiently-must incorporate interactive ways for promoting learning like
business games, role playing, VR, E-learning, demo sessions.
4. You are asked to conduct a training session. how will you conduct it ?
Traditional view of training – poor – considered a routine process adding no
value in competing in the business landscape- current view – changed –
innovative methods – interactive training sessions – enhancement of the
employees skill set – enhanced performance – better org productivity- low
employee churn rate- conducive work environment
In order to create a suitable training program training evaluation –
essential – helps is gathering data, analyzing employees , understand the
past training records and their effectiveness – helps in chalking a roadmap
for an effective training that can be provided to the trainees that can help
them be more productive to the org- create a strong, more confident and
motivated workforce
3 phases of evaluation
Pre – prior to the session curation- analysis of the trainees – their existing
skill sets, future aspirations, gaps , performance etc – process helps in
eliminating cost and time wastages- info acquired by conducting surveys,
having one on ones , mcqs etc
During – once the session begins the trainer is able to evaluate the
trainees during the session – able to gauge the trainees level of grasping
during the session – info acquired by pop up quizzes, role playing, case
studies etc
Post – after the session is over the trainer can check whether the trainee
could really understand the key takeaway points by evaluating them via
feedback, monitoring their day to day performances
Therefore, if I have to conduct a session I will first understand the org, its
mission, vision, check with the headcount, connect with the relevant
stakeholders to understand the performance metrics of the employees ,
conduct pre evaluations with the various BU heads to identify whether
there is a need for training or not
Once I have the information and if there is a need, I will conduct an
icebreaker round such that the trainees are able to adjust with each other
– hence create a conducive training environment
To make the session organized – effective communication and
presentation skills shall be demonstrated by me – clarity of thought and
able to portray myself as an inspiration + a people centric person since I
will be open to any queries or concerns regarding the session
Plan the day in such a manner such that the trainees are able to
understand the mission and vision of their org via interactive techniques
such as role playing , simulations , case studies and GDs
Finally, before closing the session, I would encourage the trainees to share
their insights and takeaway points from the session
In order to execute the above certain tools shall be necessary such as the
trainer’s manual ( an outline of the training, quests to be asked, how to
conduct a GD, how to deal with difficult quests, how to conduct a
presentation, engaging recordings or presentations for demo
perspective), trainee’s manual (overview of the session, handouts and
exercises, booklets with Q&A and expected outcome post session)
6. Short Notes:
a. Trainer and Trainee’s Manual
b. Methods of Evaluation
c. Dry and Pilot Run
d. Kirkpatrick’s Model
