using techniques of training with theories of learning

Using techniques

of training with

theories of learning

Monday, 07 March 2016

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Presented by:

Dhiren Dukhu (UEMF15012)

And Sushma Nayak (UEMF15030)

• What techniques of training do we have?

• What learning theories do we have?

• How to link them for effective learning?

• Job Instruction

• Job Rotation

• Apprenticeship

• Coaching and Mentoring

Theory & Practice

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Main learning theories

1. Cognitive Theories Use brain

2. Behaviourist theories Rat race

3. Reinforcement theories Repeat actions

4. Social Learning theories Observe others

5. Self efficacy I-am-possible

6. Mental Process Imagine

7. Experiential learning Do>Feel>Learn

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4Principles of learning

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Basic learningMonday, 07 March 2016

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Design training

• What we have (Actual performance)

• What we want (Expected performance)

• Total need analysis (Performance

discrepancy)

• How can we get what we want? (Ensuring

we train right for the right trainee)

• Evaluate (Performance review)

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Stakeholders

in training

• Participants

• Trainer

• Training Agency

• Organisation

• Training dept

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• On the job

• Off the job

• Trainer-centric

• Trainee-centric

• Formal

• Informal

Training

methods

Job Instruction

• It is a step-by-step, relatively simple

technique used to train employees

on the job. It is especially suitable for

teaching manual skills or procedures; the

trainer is usually an employee's supervisor

but can be a co-worker

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Job Rotation

• In job rotation technique employees are

moved between two or more jobs in a

planned manner. The objective is to expose

the employees to different experiences

and wider variety of skills to enhance job

satisfaction and to cross-train them.

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Apprenticeship

• Apprenticeship is a combination of on-

the-job training and related instruction in

which workers learn the practical and

theoretical aspects of a highly skilled

occupation. Apprenticeship programs can

be sponsored by individual employers,

joint employer and labor groups, and/or

employer associations.

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COACHING

It is a interactive process through which manager and supervisors aim to solve performance problems or develop employee capabilities.

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ELEMENTS OF COACHING

OPEN

CLARIFY

DEVELOPAGREE

CLOSE

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TO BE AN EFFECTIVE COACH

BE A ROLE MODEL

ENCOURAGE GROWTH

ASK RIGHT QUESTIONS

LISTEN AND UNDERSTAND

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TO BE AN EFFECTIVE COACH

TALK FREQUENTLY

GIVE FEEDBACK

KNOW WHEN TO COACH

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MENTORING

A mentor is an individual with expertise who can help develop the career of a mentee. The mentor guides, trains, advises, and promotes the career development of the mentee.

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MENTORING AS A CONCEPT

M- MANAGES THE RELATIONSHIP

E- ENCOURAGES

N- NURTURES

T-TEACHES

O- OFFERS MUTUAL RESPECT

R- RESPONDS TO MENTEE’S NEED

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PRINCIPLES OF MENTORING

SYNERGY

RELATIONSHIP

UNIQUENESS

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MENTORING SKILLS

• LISTENING ACTIVELY

• INSPIRING

• GOOD MOTIVATER

• BUILDING TRUST

• DEVELOP CAPABILITES

• PEOPLE ORIENTATION

• ABLE TO ENCOURAGE

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MENTOR’S ATTITUDE

START

DURING THE

COURSE

CLOSING

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DIFF BETWEEN COACH AND

MENTORMonday, 07 March 2016

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