making training effctive

8/13/2019 Making Training Effctive

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All the planning has been done. All the preparation is taken

care of. You know your training needs, youve set goals,

management is behind you, you promoted your trainingschedule, and prepared materials, space, and people. The

time has finally come

Training day is here.


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Heres a handy last-minute checklist to make sure everything

is ready for your training session:

Dress appropriately.Arrive early.

Check seating arrangements.

Check room temperature.

Check audiovisual hardware.Check electrical outlets.

Check light switches..

Lay out course materials

These are all effective techniques for running a successful

session, but what kind of person does it take to do the

training? The best trainers have several qualities that make

them good at what they do.


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Good communicators.

Knowledgeable.

Experienced.

Good with people.

Interested in learning

Open-minded

Creative.

Well-prepared


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Factors to be considered

P Purpose

I IdentificationT Testing

S Select method of training

T Time

O Organize sessionP Put it all together


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1. Responsibility for training:

It has to be shared among

Top Management

The HR department The line supervisor

The employees


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2. Selecting and Motivating the target group :

It is necessary to decide who is to be trained New or old employees

Unskilled or semi skilled

workers

Supervisors or executives

It is also necessary to create a

desire for learning


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3. Preparing the trainers:

The trainer must know both:

The job to be taught and

How to teach it


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4. Developing training package:

This step involves deciding :

the content of training

Support material for training

Appropriate training method Time period


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Follow up

7)Follow up

The effectiveness of training process is assessed.

Feedback generated in follow up helps to reveal weaknesses or

errors .

Corrective actions can be taken.

Follow up reinforces the learning process.

Helps in designing future training programs.


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5)Presentation

It is the action phase of the training.

The learner should be told of sequence of theentire job, the need for each step in the job, the

relationship of the job to the total workflow.

Instructions be usedshould be clear

Audio visual aids should be used


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Performance try out

6) Performance try out

The Trainee is asked to do the job several timesslowly.

The mistakes are corrected.

The complicated steps are explained again.


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Competence and confidence is an ideal mixture in the

workplace. Employees with these traits can motivateothers to work together and create a safe and

productive environment. How can you build this

utopia at your facility?


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Tip 1: Use variety You have many training media and methods available: Use as many as you

feel comfortable with.

For example, if you tell a group of electrici ans some facts about

troubleshooting a new motor drive, you'll pass on some knowledge. But

you'll pass on much more if you let them view a video on that drive, read the

manual, watch another electrician working on it, or listen to a tape on how to

troubleshoot it.

The more ways you present information, the more your staff will learn and

retain. Vary the pace and style of your training.

Formal training is good, but informal training fills in many gaps. Magazines,books, and on-the-job training (OJT) are all very useful.


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Tip 2: Use repetition.

Informal training repetition can mean you distill portions of thetraining into slogans, factoids, and images. Including slips of

paper in with paychecks with a sentence or two about some idea

can work well with safety training.

You can also include photos, illustrations, or icons to get your

point across. Even passing around a copy of a magazine article,

maybe twice a year, can help employees remember important

information..

You may also follow up with annual or semiannual recertification.


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Tip 3: Administer small doses Most people get "burned out" if they get too much of a good

thing-at least too much at one time. That's just the way mostminds work.

If you're going to schedule a week of training, you'll do better to

spread all five topics, a little at a time, across five days, rather

than covering a full topic each day.Administratively, this is a little more work, but the payback is

much higher. Having a tip of the day is another easy way to

administer small doses.


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Tip 4: Apply knowledge right away.

It's too easy to forget something if you don't use it,Experts disagree on the "shelf life" of learning, but there's somewhat

of a consensus you should wait no longer than two weeks to make use

of newly acquired skills.

Even if people didn't forget, they are much more motivated

when they know they can put their learning investment to use right

away.

When someone returns from a training session, assign that person

some work related to that training.., give that work to the person

of which he has just got the training.Remember the saying made famous by Gloria Steinem,

"Tell me, and I'll forget. Show me, and I may not remember.

Involve me, and I'll understand.


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Tip 5: Give everyone a chance.

What was that comment about feeling cheated? If you leave anemployee behind the group in terms of training, you marginalize that

person. Use training to show you have confidence in them and their

contribution is important.

When you show everyone is important, through the way youadminister training, you have a positive effect on the team dynamic.

When everyone is an expert in something, then you've accomplished

one of the main goals of training: a strong, knowledgeable staff.

The attitudes from such an environment give rise to teamwork as

well as excellence.


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WEEK TRAINING SESSIONstday

Joining Formalities, Induction

2nddayJourney of Banking, HRD concerning Matters

3rddayDeposit Schemes of Banks

4 thdayLoaning

5 th dayInspection Report


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