Filling the Gaps in the Learning Process through Training and Development Programme

Presented By :Saket Dokania Roll no 22

Agenda
Learning Process of Learning What are the gaps in the learning Process Factors to be considered to facilitate learning in a training programme Filling the gaps in the learning process

Learning
Learn as per the needs

Learn by doing things

Learn by solving Practical Problems Learn through the application of past experiences Learn best in an informal environment Learn through training and development

The second way of learning is from George Leonards book Mastery which discusses about how one masters a martial art and how that can be applied to any skill learning. Instead of looking at learning as a typical steady line graph as this one:

We learn in plateaus and stairs:

Knowledge instruction is often the foundation for performance improvement, yet people sometimes resist this type of training. It can be seen as being dull, which frequently results in a low retention rate Nevertheless certain type of knowledge - such as concepts,facts,procedures and policies are critical to successful job completion If you are attempting to facilitate knowledge learning , you must target it to your trainee's level and be able to help them it to their job.

Skills based training comes into play when new employees come on board, or changes in job descriptions or technology require training of new skills. It can also apply in situations where an employee hasn't quite mastered a skill.

Skills training usually involves demonstration , practice

and feedback. The trainer usually helps an indiviuals master a new skill by being available after initial session to coach them toward sucess

In some cases a change of attitude is necessary to

improve productivity.
Are customer service representatives rude to customers?

Is clerical worker not lending sufficient support because

of an attitude problem? While both of these cases could possible use knowledge

or skills training ,the problem wont go away until attitudes

improves

To what extent the topics and modules included in the programme instigate action and excitement? What specific aspects or features of the topics are likely to be covered during the programme What changes ,revelations or new skills sets does the programme offer to their intellect, abilities and pretraining experiences?

 Use of learner-friendly training methodology

It should energize the most lethargic and disinterested participants

Every training method should have an element of

motivation built on it One should develop expertise in using a variety of

training methods

 Trainer's Style of training and the manner in which he

makes his presentations or conducts training activities

Expertise and proficiency in the topics / modules for which he is particularly responsible

Level of confidence in handling the training group

Rapport with the participants Faith in himself

 General Ambience of the training venue

Training Facilities like classroom arrangements, training equipment, information panels,etc

Administration of the programme

Arrangements of leisure time activities

Here we are considering two sets of relationships in a training

programme Participant- Participant

Participant- Trainer
In its own special way , each relationship contributes to the training process

The size and composition of a training group are key aspects of a training programme If the group is too small- say less than 10 participants - trainers are in a position to give personalized attention and participants are better placed to realize their personal learning objectives On the other hand , a very large group -more than 35 participants has an overabundance of interactions and hence the group

dynamics becomes complicated

 Direct inputs by the trainer Learning through sharing within the training group Learning through practice and exercise Formal and informal methods of observation Out of session exchanges with participants and trainers