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Design & Implementation (6 steps: (Develop lesson plan (Components…

- - - - Performance
        
        what emp can do to be considered COMPETENT
        
        sometimes describe the pdt/ RESULTS of performance (eg. writing pdt profile for proposed new pdt)
      - Conditions
        
        Impt conditions where performance occur (eg. when have engineering data about pdt, trainee have to write pdt profile based on the info)
      - Criteria(of acceptable performance)
        
        describe how well trainee must perform in order to be considered ACCEPTABLE (eg. the pdt profile must describe all commercial characteristics of pdt that help the introduction to market & include at least 3 major pdt uses)
  - - - Date
      - Duration
      - Org
      - Title
      - Trainer
      - Target Audience
      - Venue
      - Training objectives
  - - - Purpose
        
        Reinforce learning
        
        Make training interesting
        
        Engage >1 of the sense
      - Examples
        
        Projected aids: projector, slides, visualiser
        
        Display aid: flip charts
        
        Printed aids: handouts
        
        Audio aids: videos
      - AV aids: involves both senses of vision & hearing
      - Ad:
        
        Effective learning process
        
        Attract attention
        
        Build interest & motivation
        
        Realistic experience
      - Disad:
        
        Technical prob
        
        Expensive
        
        Distracting
        
        Time consuming
  - - - Factors:
        
        Where is centre of attention ?
        
        Trainee need to interact with each other?
        
        Trainer want to group trainees w/o making them move?
      - 6 styles:
        
        Theatre
        
        Classroom
        
        Boardroom
        
        Cabaret
        
        U-shaped(with table)
        
        U-shaped(w/o tables)
    - - 4 methods
        
        Coaching: DIRECTING, INSTRUCTING & TRAINING indi, aim to achieve goal/develop skills
        
        Ad: help achieve goal/improve skill to improve performance
        
        Disad: time consuming
        
        Mentoring: ADVICE, COACH & NURTURE indi to ENHANCE career, personal & professional development
        
        Ad: discover trainee strength & weakness
        
        Disad: frustrated if trainee dont understand/improve
        
        Job rotation: shift emp PERIODICALLY through diff jobs in PLANNED sequence [↑ tasks w/o ↑ complexity]
        
        Ad: ↓ boredom & facilitate CROSS-TRAINING
        
        Disad: ↓ productivity cause need learn from start
        
        Job instruction training: new emp trained STEP-BY-STEP by manager
        
        Ad: learning easier & effective cause step-by-step
        
        Disad: time consuming & if they already know = wasting resource to teach again
      - 4 Step
        
        1: Prepare learner
        
        Explain why he/she is being taught
        
        Create interest
        
        2: Present the task
        
        explain quantity & quality requirement
        
        go through job at normal work pace unless need slow down
        
        3: Practice: run through work a few times
        
        4: Follow up: slowly ↓ supervision but still check regularly
    - - Experiential: hands on activities, need 2 way interaction to be effective
        
        Role play: give specific prob & teach them how to handle
        
        Ad: can deal with real prob w/o panicking
        
        Disad: dont take it seriously = waste time & resources
        
        Stimulation: trainees learn using actual/stimulated equipment
        
        Ad: save cost & safe(might be dangerous on the job)
        
        Disad: difficult to learn
        
        Case Study: trainee need to analyse info given in case & recommend
        
        Ad: better retention cause apply & can think out of box
        
        Disad: not guided by trainer so difficult to recommend without help
        
        Behaviour modelling: learn by copying trainer behaviour in handling diff situations
        
        Ad: know the SOP
        
        Disad: don't understand cause only copy but nv explain
      - Non-experiential: non-hands on, norm 1 way comm
        
        Lecture: present knowledge to LARGE group
        
        Ad: fast & easy
        
        Disad: 1 way comm
        
        Classroom session: trainer teach a group
        
        Ad: can convey alot of info in short time & trainee can ask qns
        
        Disad: lack of hands on
        
        E-learning: use tech such as internet
        
        Ad: flexible, convenient & self paced
        
        Disad: misinterpretation, procrastination(no deadline)