Design phase process input Learning Theory

output
Determine factors that facilitates learning transfer

DEVELOP

Training Needs

TRAINING

Identify alternative method of instruction

OBJECTIVES Organizational constraints evaluation

CONSTRAINT Ned high level of simulation because: Law

HOW TO HANDLE

Incorporate longer lead times to prepare simulations/ role plays

Task is critical to the job(police firing a gun) Mistakes are costly(airline pilot) Trainees vary in amount of experience Purchase simulators Use programmed instruction.

Trainees have large indifference in High level of trainer-trainee ability levels interaction Mix of employees and new hires trained on a new procedure Consider different training programs because of possible negative transfer of employees but not for new hires

Long lag between end of training and use of skill on job

Distribute practice through the lag. Provide refresher material or models for the employee to follow. Use external consultant or package training Develop proof of effectiveness into training package Use another method Use programmed instruction Hire consultants or purchase training .Join consortium

Short lead time

Bias against a type of training Few trainees available at any one time Small organizations with limited funds

BUDGETING

FOR THE TRAINING

TRAINEE

POPULATION

It refers to the factors built into the training program to increase the chances that transfer of training will occur. For transfer of training to occur , managers need to apply transfer of training theories and principles of self- management

It proposes that transfer of training occurs when what is being learned in the training session is identical to what the trainee has to perform on the job. Id used by police departments Another application is found in the use of simulators for training airline pilots

It suggests that the way to understand the transfer of training issue is to construct training so that the most important features or general principles are emphasized It is also important to identify the range of work situations in which these general principles can be applied

It is based on information processing model of learning This theory suggests that the likelihood of transfer is increased by providing trainees with meaningful material that enhances the chances that they will link what they encounter in the work environment to the learned capability. Provide the trainee with cognitive strategies for coding learned capabilities in memory so that they are easily retrievable

ELABORATION THEORY: It is a macro theory of design It is based on holistic approach and is more meaningful because from the start they see and get to practice the complete task. It is applicable only to complex tasks. Sequencing is a process of how to group and order the content of training Two sequence strategies are 1. Topical 2. Spiral

method TOPICAL

Advantages Concentrate on topic, no interference from other topic

Disadvantages Once learned , move to the next topic and the first is forgotten Disruption of learners thought processes when moving to the next topic

SPIRAL

Built-in synthesis and review; interrelationships are more obvious and understood

1. 2.

It is based on Simplifying Conditions Method(SCM) Regarding complex tasks , the SCM sequencing enables learners to understand task holisticallyholistic understanding of the task results in formation of stable cognitive schema to which more complex capabilities can be assimilated. It is based on two parts: EPITOMIZING ELABORATING

It presents nine events of instruction, which are tied to social learning theory
1. 2. 3. 4. 5. 6. 7. 8. 9.

GAIN ATTENTION INFORM THE LEARNER OF THE GOAL OR OBJECTIVE STIMULATE RECALL OF PRIOR RELEVANT KNOWLEDGE PRESENT MATERIAL TO BE LEARNED PROVIDE GUIDANCE FOR LEARNING ELICIT THE PERFORMANCE PROVIDE FEEDBACK ASSESS PERFORMANCE ENHANCE RETENTION AND TRANSFER

1.

2. 3.

4.
5. 6.

7.
8.

Define purpose of the training and target audience Determine participants needs Define training goals and objectives Outline training content Develop instructional activities Prepare the written training design Prepare participant evaluation form Determine follow-up activities for the event

1.

2.
3. 4. 5. 6.

7.

Moderate level of content. Variety of learning approaches Opportunities for group participation Utilization of participants expertise Re-cycling of earlier learned concepts and skills Real-life problem solving Allowance for re- entry planning

1. 2. 3. 4. 5.

6.
7. 8.

Choosing the content, media and methods Applying the principles of learning to the learning event: the guidelines are: Design an appropriate structure and culture Stimulate the learners Help understanding Incorporate relevant learning activities Build on existing learning Guide the learners Ensure the learning is retained Ensure transfer of training

LEARNING CHARACTEISTICS MOTIVATION

APPLICATION The content /methods of the design must be interesting; boredom and tedious kills off training; variety, scope for variation and the learners needs must be evident in any programme A feedback loop is necessary This can be linked to motivation and feedback To be avoided Requires a more planning by the manager The complexity of the subject matter will determine whole or part inputs, with the more complex aspects necessitating more of a piecemeal type of approach The pace, style, approach, content, examples and even the methods of design and development will be affected by the audience.

KNOWLEDGE OF RESULTS REWARD TRIAL ERROR DISCOVERY INSIGHT SCALE OF LEARNING INDIVIDUAL DIFFERENCES

PERIODS OF LEARNING breaks need to be thought about- particularly for new entrants who can be overwhelmed in a new environment by the sheer volume of new things to learn

STRUCTURED LEARNING

A sense of belongingness and hanging together makes the ease of learning; so common ideas, concepts, themes etc need to run through the design state
Again good knowledge of the audience with its own peculiarities can reduce such communications difficulties The closer the design/ development is to the everyday reality, the easier is the learning to real work

INFERENCE

TRANSFER TO WORK

CREDIBILITY COMMITMENT RISK ATTENTION MANOEUVRABILITY

CLIMATE FOR TRANSFER MANAGER SUPPORT PEER SUPPORT OPPORTUNITY TO USE LEARNED CAPABILITIES TECHNOLOGICAL SUPPORT

THE LEARNING ORGANIZATION

KNOWLEDGE AND KNOWLEDGE MANAGEMENT

ADDIE stands for Analyze: Define the needs and constraints Task analysis Problem identification Needs assessment Design : specify learning activities, assessment and choose methods and media Write objectives Develop tests Plan instruction Select strategies

Develop: begin production , formative evaluation, and revise Script lesson plan Create participant materials Develop training aids Determine delivery strategy
Implement: put the plan into action Train instructors Deliver pilot course

Evaluate

: evaluate the plan from all levels for next implementation

Test for results Interview, survey, observe Revise

1.

2.
3. 4.

Analyzing training needs / requirements Developing learning objectives Outline workshop content Develop workshop plan

1.

2.

3.

4.

Training aid is anything that enhances the learning and increases the likelihood that participants will remember what they have learned after they leave the class Purpose: Focus attention on what is being discussed by having the learners visually review the material Increase interest in the topic by presenting material that is visually appealing Improve learners retention by engaging more than one sense in the presentation of material Provide easy access to exercise and activities

When your material is too complex for the spoken words alone When you need to present a consistent image rather than let people visualize it for themselves When a high level of retention is desired When the participants attention needs to be refocused When it is important to show relationships between concepts or steps in a process or quantitative information When you need to summarize your main points

Flipcharts / whiteboards Overhead transparencies video tapes Training manuals and handouts Multimedia