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CH4: Training - Coggle Diagram
CH4: Training
Five critical success factors to considered if learning successful
Human factors
—the materials presented must be
relevant
to the learners; facilitators must be able to
motivate
learners to use the resources available
Technical competency
—both learners and facilitators must be IT competent
Mindset
—both facilitators and learners must
believe
that learning is an
active process of knowledge construction
, and not merely knowledge absorption
Level of collaboration
—the e-learning courses should encourage
high levels of collaboration
between learner and learner and between learners and facilitator
Perceived IT infrastructure
—learners must perceive the courses as user friendly
examples of learning principles
❑ The learner must want to learn
❑ Active or passive learning?
❑ Feedback or knowledge of results
❑ Learning is faster in teams
❑ Learning must be fun
benefits of training
increases workers’
job satisfaction
keeps workers’
skills and knowledge up-to-date
increases workers’
productivity
helps to
motivate workers
Define the concept of training
Training is a learning partnership
Consultants - Employees & Employers
Educational Institutions - Head of Departments
Training vendors- Training Department (Government)
Human Resources Development Fund Act was
introduced in 1993 to assist employers
Differences between training, education and development.
According to Nadler (1984)
Training - organizational activity which aims to improve an employee’s current performance
change
Attitudes (A)
develop
Skills (S)
impart
Knowledge (K)
Education - consists of activities designed to prepare employees for future jobs.
Development - learning activities designed to help the individual employee grow but which are not confined to a particular
job
systematic approach to training
Steps in organizing training programme
Design
the Training Programme
Implement
the Training Programme
Set
Training Objectives
Evaluate
the Training Programme
Identify
Training Needs