Return on Investment (ROI)
To determine the effectiveness of training.
To evaluate the training method used and the use of time for trainer and employee.
To determine if there was a change in time, cost, or behavior.
To provide evidence to management/stakeholders.
To build trust and respect for ourselves and the trainers.
To gain credibility with executives.
To identify areas for improvement.
Because your supervisor asked for the information.
To keep our jobs, and to help staff keep their jobs.
Increased online learning
More use of informal learning methods
Greater involvement of managers in delivering training
More cross-organizational collaboration to achieve better economics of scale
Better focus on evaluating and reviewing L&D activities
More rigorous training needs analysis against business strategy
Reduced use if external L&D providers
Making more use of government training schemes and funds
Reviewing and consolidating contracts with external L&D
Reducing the overall output of L&D activities
from...
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In the COVID-19 PANDEMIC PERIOD 2021:
The changing nature of work.
The evolution of customer education
Soft skill become core to business success.
Evaluating employee performance in remote work.
Building an equitable workplace
Digital language training innovation in the L&D market.
Rapid Reskilling
Performance
over skills
Corporate
learning will be an everyday thing
Integrating
virtual with digital
Learning
Designed By Data
And…
Diversity:
Diversity by
widespread social unrest, diversity training in 2021 needs to go beyond what is
or is not appropriate outward conduct in the workplace.
Making
new virtual experience:
Instructor-led
training has been steadily moving from offline to online. L&D looking
back over their newly converted online training and virtual classroom
environments ensure that training experiences.
Artificial
Intelligence:
Artificial
intelligence fro talent development, especially for leadership coaching. AI
based coaching, learning recommendation and neuro-science based assessment to
understand who is ready for leadership.
Consultation:
Working with
business partners to establish exactly what is needed on an organizational
level should boost performance and make an impact. L&D will find way to act
internal consultants on learning and training needs.
Up
skilling:
Up skilling
means learning new skills for the same job function. Upskilling need for both
learners and trainers.
From
navigating new technology to facilitate remote learning, working and
collaborating to new social distancing measures.
Up skilling
and reskilling programme will continue to address these issues while also
facilitating up skilling and re skilling that help organization remain
competitive for increasingly dynamic business condition.
8
e-Learning Trends in 2021:
Continuing
monumental adoption of virtual
A grater
need for training for trainers
Content duration
and creation tools take center stage
Performance
support blurs the lines of training
Mobile-first
training, not only mobile-ready
Greater
richer data sets drive decisions
Workplace
demands move flexible training
E-Learning:
micro learning, video learning, virtual augments and mixed-reality training
Counseling is a process in
which two people meet to explore personal problem and to identify solutions.
Skills:
Listening
Giving
information
Making
suggestion
Drawing out
Challenging
Supporting
Burnout:
Burnout is a
syndrome of emotional exhaustion that can occur among the individuals who do
people work of some kind. It can be considered one type of job stress.
Training
activities:
Listening
Empathy
Facilitation
Problem-solving
Coping with
feelings
Evaluation
Counsellor
development
Development
Skills:
Self-description
to explore their own self-image
Body
language
Sustaining
eye contact
Control
yourself
An icebreaker is a vessel designed to clear a passage in frozen water and open up channel of communication.
A warm-up is another name for an icebreaker.
Icebreaker can be used whenever ice has frozen
communication.
It can develop skills, create thinking points, and
illustrate situations in the real world.
Method:
Games - In a game there is only one role, which of player
and a player has a duty try to win according to the rules.
Exercises - what matters is duty to try to solve the
problem.
Simulations - A simulation is not a drama. Play acting
is out, and participants do not have a personality transplant.
Completing
preparation for the program
Connecting
with participants by participant's ownership of the program
Making the
training group functional by participant's involvement
Developing a
bond with the training group
Breaking
resistance to learning
Establishing
credibility
Maintaining
environment conductive to learning
Maintaining
harmony
Receiving
and giving feedback
Monitoring
the program and making necessary changes
Managing
challenge and dissent
* evaluation efforts must address the measurable objectives at the beginning of the training
* focus on : training methods, content and environment
* trainees can be asked about training experiences
* trainees can be tested to measure knowledge gained( pre-test and post-test)
* trainers must realize that new techniques should be used if training evaluation consistently identifies
problems.
* evaluation done before the conclusion of training can help a trainer identify areas where changes in
training can be helpful.
* as training programs are planned, trainers should consistently think about how they will be evaluated.
* trainers should use results of training evaluation to assess the cost-effectiveness of training efforts.
Professional trainers are an expertise in the following:
Training Design
Material Design
Classroom delivery
Group facilitation
Individual Coaching
Evaluation
Mission - Core competence levels of expertise
Vision - Bottom-line, cultural and behavioural measures, levels of expertise
Values - Behavioural measures
Core Competences - Levels of expertise
Business goals and strategies - bottom-line measures
Organisational Plans - Capability measures
Manpower plans - Capability, retention, development ratios
Organisational change - Bottom-line, cultural and behavioural measures
Operational performance - Quantitative business measures
Individual Performance - Capability measures
Team Performance - Quantitative business measures, team effectiveness, productivity
External Change - Capability measures
Appearance:
Team should look smart and be alert. Should be responsive, welcoming and supportive.
Punctuality:
Should begin on time and as far as in practical the timings for sessions should be adhered to.
Administrative procedures:
Should be drawn up in such a way that all of the training team are familiar with them. these include receipt and confirmation of nominations for courses, booking rooms and catering.
Correspondence:
A standard format for letters, e-mail, instructions should be used by the whole team.
Training facilities: Personal appearance is important. Accommodation and training halls should be in clean environment which is free of unwanted furniture. should be in neat seating arrangement.
Training materials: Handouts, exercises, course material, power point slides, and questionnaires should conform to a house style. they should be neat, well designed and up-to-date.
Packaging:
Reading material should be of an appropriate size. An attractive and well-designed cover, the material designed to meet the needs of the participants.
Language level:
It is important to ensure that in meeting everyone understands what the trainer is talking about.
Advertising:
Keeping training in the public eye should be an on-going activity.
Staffing:
To maintain the image the training functions. Staffs are sufficiently qualified for the role .
Transfer of facilitation skills
Transfer learning methods
situation role play
open discussion
structured discussion
action planning
problem solving techniques to explore and share
issues of transfer
follow up projects
learning log
showing a natural ability to teach.
possessing a high level of interpersonal skills.
being good listener and questioners.
having a genuine interest in people.
being flexible.
valuing the need for thorough planning and preparation.
Solution-focused therapy:
focuses on the problem, rephrases it, presents alternative possibilities, develops goals and then develops an action plan to meet these goals.
Transactional analysis:
It helps to people identify their ego states and evaluate and improve ways in which they function in order to achieve an adaptive, mature and realistic attitude to life.
Neurolinguistics programming:
NLP is the study of what works in thinking, language and behaviour. It is used to enhance learning abilities, set goals, improve relationships and manage thoughts and emotions more effectively.
Constructivist therapy:
It is seen as a problem-dissolving system and a means of rewriting an individual's story and biography. It is used in organizations to move individuals towards a more workable, powerful story.
Psycho-dynamic therapy:
This therapy emphasizes the importance of assessing the underlying dynamics surrounding certain behaviours, such as an executive's tendency to over-control or an individual's difficulties with intimacy.
coaching is essentially a conversation - a dialogue between a coach and a coachee.
coaching is about learning - how to do things better than the coachee.
coaching is more about asking the right questions than providing answers.
coaching is about change and transformation about the human ability to grow, to alter maladaptive behaviours and to generate new, adaptive and successful actions.
coaching is about reinventing oneself.
coaching also operates on the emotional plane.
Benefits of life skills coaching:
clarifying what you want from life
setting more effective goals
having someone on your side to support and encourage you on your journey of change.
having some one to keep you focused, challenge you, keep you accountable and confront you when you are falling behind on your commitments.
having a sounding board for your ideas, plans and strategies.
should be simple and skill oriented.
should be needs of the participants.
should leave them with the ability to communication better.
mind it : should not aim to aware , knowledgeable in communication.
training in the receiving skills, speaking, reading and writing should help the participants for dis meaning.
should show the learners how to continue to build skill on their own.
communication is another word for dealing with people.
Report new misses and accidents
Pay attention to safety instruction
Explain work & safety procedures clearly and correctly
Keep everyone informed, which you are doing
Communicate positive your safety.
safety leadership...
increase productivity
quality work progress and output
enhanced business reputation
increase innovation
superior customer service
1. Classical learning theory (Pavlov)
never underestimate the power of association, and reward and punishment to establish new patterns of behaving
2. Rewards and Punishment
3. Cognitive Approach
always give much time and opportunity to learn
opportunities to learn at wide range of levels.
4. Bloom's Hierarchical learning taxonomy : people move through the following stages:
Unconscious incompetence
Conscious incompetence
Conscious competence
Unconscious competence
5. Kolb's learning cycle : Do - Reflect - Conceptualize - Experiments
Doing: getting a baseline of understanding in a realistic setting
Reflecting: thinking about what you see and experience
Conceptualizing: thinking logically
Experimenting : trying
***
Through...
Transactional Analysis (Parent, Adult, Child model)
Freudian Theory (Id, Ego, Super Ego)
Four Life Position ( I am OK, You are OK....)
NLP (Neuro Linguistic Programming)
Thinking and Feelings
change your mindset - be bold
create a plan - access the personal trainer business plan
do your numbers - money is the language of business
become a marketer -outbound strategies go to google, Facebook and social media.
build a structure: 1-on-1, small group, large group
plans for growth: is key to earning the money and you want for you and your family
Mobile learning
We use it for everything. Should we use smartphones for learning?
A new way to access content via mobile device.
It is possible to learn whenever and wherever you want, as long as you have a modern mobile device connected to internet.
M-learning in corporate education:
It's no secret that more and more people today access the internet from a smartphone.
To reach employees that are always on the go, work remotely or that want to take their training outside of the work hours.
It is easy share the material through email or by simply sharing the link by the text message, mobile learning is more about individual consumption.
Mobile learning can be used for a blended learning approach.
Real-time feedback:
Mobil learning facilitates and speeds up feedback.
More motivated to learn something new.
Long distance is not a problem.
Trainers often neglect content ??
Trainer should understand customers need?
Without judging the customizing?
Should not be solely focused on lecture?
Transfer of training?
Trainers often neglect the content of the program which need to be well structured into segment or section.
Many firms have not follow the training need identification. The content of the program has almost no connection relevance to the job, and their nominations were based on TNI process.
Trainers should understand the basic need of their end customers.
Organization do not analyze well regarding the training needs and after the program there is no follow up.
Trainers don't focus in fact, data and behavioral indication of the participants.
Trainees when going to training program which is destructive mindset.
Training sessions should not be solely focused in lectures and texts in a classroom environment rather than should have a casual gathering with refreshment and discussion on the issues is far better.
Most of the trainers still prefer to adopt the same power point presentation which would fail to work. To be stay in tune with present needs, ( trainers must learn and update through e learning and m learning ).
Training is considered an a short term initiative and there is often no effective management tool to judge the effectiveness of training imparted to the participants.
Often trainers overtake regarding checking validity of the program.
Transfer of training : though training has become more prevalent, it is not always effective.
People Quotient
Determine by the following questions:
How would you rate your ability to understand people?
How would you rate your ability to express your thoughts and feelings clearly?
How would you rate your ability to assert your needs?
How would you rate your ability to exchange feedback?
How would you rate your ability to influence how others think and act?
How would you rate your ability to resolve conflict?
How would you rate your ability to collaborate with others?
How would you rate your ability to shift gears?
Some Reasons and Solutions....
Problem: Hectic employee schedules
Solution: Avoid face-to-face training. Move to mobile learning.
***
Problem: A dispersed workforce
Solution: Use webinars
***
Problem: Different learning habits
Solution: Conduct Need Analysis
***
Problem: Lack of engagement
Solution: Use Case Study, Role-Play, Discussion forum an Online training
Problem: Training that is not relevant
Solution: Use Gamification through rewards, badges and encourage just in training
***
Problem: Cost, Cost, Cost
Solution: go to online training and webinars
safety is a way of life.
Behavior safety is simply the use of behavioral psychology to promote safety at work and at home.
BBS emphasis that one should take active responsibility for safety of each other. For example change unsafe to safe behavior.
It believes that psychology change can be achieved wit repeated and active care of each other.
80-90% of accidents and injuries are due to unsafe behavior.
Designing a BBS programme:
* developed an observation checklist
* design the observation and coaching process
* analysis of observation date
* action plans
Evaluation:
Focus attention to the individual behavior.
Make workers take on responsibility
Occupational Health and Safety is a cross-disciplinary area concerned with protecting the safety, health and welfare of people engaged in work or employment.
Since 1950, the International Labour Organization and the World Health Organization have share a common definition of occupational health.
aim:
the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations.
standards:
Moral
economic
social security
legal
health hazard - five types:
chemical
biological
physical
work design
harassment
safety hazard:
a safety hazard is anything that could cause an injury
Executive development may be referred as systematic process of growth and development through managerial skills to manage.
Purpose :
To promote managerial performance by imparting knowledge, changing behavior and enhancing professional and attitudinal skills.
Objective :
To prepare them for higher assignment.
Evaluation :
Evaluation should begin with the first level and progressively move to next levels.
Four Levels are following:
Reaction
Learning
Transfer of behavior
Results
Listening
Speaking
Using information and communication technology
Gathering and analyzing information
Analyzing and problem solving
Making decisions and judgement
Organizing and planning
Using social skills
Adaptability
Working in team
Leading others
Building consensus
Self development
Career development.
Learning environment was unpleasant.
Trainer was unwilling to help.
Trainer pressured the group.
Trainer didn't allow enough time to complete the task.
Trainer didn't seem to answer questions.
Trainees were unable to learn by the method presented.
There was no demonstration.
There was no need to learn to do the task.
To help people to be personally and inter personally effective. The training required to improve these skills cannot be done in a day or weekend workshop.
It is like trying to teach piano.
It takes a lot of work, motivation, and support for the emotional brain to be rewired for change.
By the way...four steps.
1. Get them to want it:
People must be honest with themselves and determine whether they want to develop their personal Quotient. People cannot expect to change without a lot of motivation . Provide them with a list of benefits that they might receive if they improve their people smart skills now.
2. Help them to learn it:
Invite your people to become familiar with the core skills possessed by people who exemplify each of the personal Quotient.
3. Ask them to try it:
Most people make the mistake of going for broke and the fizzle out when results does not come quickly. Encourage them.
4 . Urge them to live it:
They try to make it on sheer inspiration and will power. Real change only comes by overcoming obstacles that are in the way in daily life-not by jumping.
Programmed instruction method or teaching by the machine method through the central panel of computer guides in the performance of a desired, operation.
Acquisition of some specific skills.
Trainees learn at their own pace.
Instructors ate not a key part in learning.
The materials to be learned by small units.
Immediate feedback is available.
Active participation at each steps.
High level of learner motivation.
This training method developed in the 1880. To learn for themselves by independent thinking and by discovering.
To help develop skills in using individual knowledge.
Case study method used to....
Master the facts, become acquainted with the content of the case.
Define the objectives sought in dealing with the issues in the case.
Identify the problems.
Develop alternative courses of actions.
Screen the alternative
Select the alternative
To make action effective
To role play the action to test its effectiveness.
Top-management attitude towards human resources:
Top management treats people, measured by the following two items.
As a vital resource for gaining competitive advantage.
Believes that human resources are extremely important and that everyone should be treated humanely.
Open communication:
The feeling that employees feel free to express their ideas and ask for clarification was measured by the following five items.
Problems between departments are generally resolved through mutual effort and understanding.
Everyone has a chance to express opinions on how to do the work.
Community within this organization is very open.
It is easy to ask for advice from anyone in my organization.
People in my organization solve their work-related problems through mutual discussion.
For Top management :
Skills are relating to balancing, integrating, setting priorities, setting and developing standards, conceptualizing, leading, matching itself with one's job, and delegating.
Chief executives require 14 skills :
Think globally
Anticipates opportunities
Create a shared vision
Develop and empowers people
Appreciated cultural diversity
Builds teamwork and partnerships
Embrace changes
Shows technological savvy
Encourages constructive challenges
Ensure customer satisfaction
Achieves a competitive advantage
Demonstrate personal mastery
Shares leadership
Lives the values.
For middle management :
More of jib related skills
Human skills
More creative and integrative skills
There is a tendency of faster upward movement of this group of managers.
Functional executives and specialists should focus:
To increase knowledge of business functions and operations
To increase proficiency in management techniques
To stimulate creative thinking to be improved methods and procedures
Ti understand the functions performed in the company
To understand human relations problems
To develop the ability to analyze problems in one's areas of functions.
For collecting information to assess training needs :
Following some methods.
Performance and potential appraisal
Tests fir training and development
Morale survey
Suggestion systems
Specifically designed questionnaire
Interview and personal discussion
Group discussion
Recommendations of immediate and other superiors
Request from likely trainees.
HR department coordinate the activities related to collection of information and making recommendations to be developed competencies.
Empowerment has been described as an act of building, developing, and increasing employees power through cooperation, sharing, and working together.
The process of sharing power and providing an enabling environment in order to encourage employees to take initiative and decisions to achieve organisation and individual goals.
Empowering variables:
Respect of team members
Top-management attitude towards human resources
Open communication
Opportunities for learning application
Organizational support for innovation
Responsive superiors
Opportunity self development
Degree of formality
Performance linked feedback
Autonomy
Consequences:
Increased...
Self-effacing
Organizational commitment
Work environment satisfactorily
Role satisfactorily
Job involvement
Support for innovation:
Measured by the following items.
My organization is flexible enough to adopt any change quickly
My organization encourage innovation
Top management encourages new ideas and risk taking
This organization is receptive to new ideas
This organization facilities and provide opportunities for individual creative work
Why do you believe you scored the way that you did?
What does the score tell you about yourself?
How satisfied are you with your score?
What could you do to change your attitude towards your own success?
How can you monitor yourself in the future to have a more positive attitude towards success?
Who could support you? In what way? How will you contact this person and make plans to change your behaviour?
The ILO has attributed great importance to training.
The HRD convention, 1975 requires the ratifying country to adopt and develop policies and programmes in collaboration with employers' and Workers' organizations, and to assist to all persons on an equal footing to develop and utilize their vocational proficiency in their aspirations.
The principal role of ILO in the field of training is that of an adviser.
The ILO has also established the International Training Centre at Turin in Italy.
Kirkpatrick Evaluation Method:
Reaction: what the trainees learned from the program. Evaluate the trainees' reaction.
Learning: test the trainees to determine whether they learned the principles, skills, and facts they were supposed to learn.
Behaviour: ask whether the trainees' on the job behaviour changed became of the training program.
Results: what final results were achieved in terms of the training objectives previously set.
Need:
To
validate training
To justify
the cost incurred
To help
improve the design
To help in
selecting training methods
Return
on investment ( ROI):
Analysis
allows decision makers to determine the financial return from training.
