Transcript Uses
Welcome and Namaste In Training methods and Interactive Lecture Method Reflection On Our understanding Agenda Understanding Training Methods Tips on Training Methods & Techniques Lecture Method in Training: Rational Factors to consider while design Lecture Advantage Vs Disadvantage Same stuff Different Day Self-Check • Identify a skill which you think you are really good at. (Skill A) • Identify a skill which you think you are not very good at. (Skill B) • How do you know that you are good at performing skill A? • How do you know that you are not good at performing skill B? Awareness & Competence Self-Awareness Low High Low Competence 1 4 High Unconscious Incompetence Unconscious Competence Conscious Incompetence 2 Conscious Competence 3 Training Methods We Learn 1% through taste 1.5% through touch 3.5% through smell 11% through hearing 83% through sight We Remember 10% of what we read 20% of what we hear 30% of what we see 50% of what we see and hear 80% of what we say 90% of what we say as we act Types of Training Methods & Features Participative Non-participative Learner centered Trainer centered Learning situation controlled by the learner Learning situation controlled by the trainer Ownership and commitment to learning Lacks ownership and commitment Learner as a “active” member Learner as a “passive” member Trainer as facilitator Trainer as a provider Training Methods: Some examples Participative Non-participative Games, case studies Lecture Brain storming AV: film, …. Demonstrations , Role play Programmed instructions: Computer, TV assisted,…… Buzz group discussions Syndicate discussions 10 Factors Affecting: Choice of the Training Methods Human Factor Trainer and his skills Participants Subject Area Specific Subject Inter-disciplinary Problems Objectives Knowledge Skills Attitudes Resources Time Finance Training Facilities Training Objectives (KSA) and Methods Knowledge Skills Attitudes Lectures Role play Games Story telling Games Demonstration Discussion Lab work Films Assignments Case study Role play Book reading Workshops Lab work Tips on selecting Training Methods (CAP-US) Apply always a combination of techniques Active participation of trainees should be encouraged as much as possible: participative training Understanding basics and relations of the course subjects are more important than learning facts Select a combination of techniques which is 'suitable' for both trainers as well as participants Case Study Small Group Activity/ Discussion Role Play Demonstration Interactive Lecture Q/A & Experience Sharing Brain storming ‘Traditional’ lecture Class discussion Group discussion Practical exercise Project work Self learning Adult education Vocational training Case-based learning E-learning Types of Training Techniques Interactive Lecture Method Advantages : a quick and simple way to provide information to large groups. rather inexpensive when compared to the other forms of training allows for the giving and taking of questions Lecture • Convey information, theories or principles • Depends on trainer for content Uses Introduce a subject Bring Facts/statistics Overview Large groups Keep It Simple and Short Demonstration • Show and explain an activity • Provides a model • Learn by doing Uses Model a behaviour Illustrate points Create a visual impact Small Group Activity / Discussion (Buzz OR Syndicate) • Learners share their own experience • 4- 8 participants in a group • Involve all participants Uses Planning / problem solving In-depth exploration Learn from each other Practice new skills Case Study • Analysis of a hypothetical but realistic situation • No “right answers” • Participant devises his/her own solution Uses Discuss typical situations Recognize multiple approaches Safe environment Role-Play • Participants act out a hypothetical situation • Everyone becomes part of the scenario • Participants bring their own experience to role Uses Skill building Affects feelings and attitudes Rehearsal preview Pushes for new solutions Brainstorming • For a group or individual creativity technique • Efforts are made to find a conclusion • For a specific problem by gathering a list of ideas • Spontaneously contributed by its member(s). Uses Relaxed, informal approach to problem solving Sharing of learning & experiences Creates new ideas Motivates and develops teams Checking the understanding of participants Interactive Lecture • Provide knowledge; • General idea of the scope and content of subject; • Stimulate interest in a subject or thought; • Persuade people of their own capacity to understood or enjoy; • Provide an aesthetically stimulating experiences. Applying Principles of Adult Learning and Retention Recall: Principles of Adult Learning Learning Styles, Communication Styles RAMP 2 FAME R A M P 2 F A M E Recency Appropriateness Motivation Primacy 2-way communication Feedback Active Learning Multi-sense learning Exercise Recency Things that are learned last are best remembered Summarize frequently Plan review sections Divide subject into mini-topics of about 20 minutes in length 31 Appropriateness All information, training aids, case studies, etc must be appropriate to participant’s needs Clearly identify a need Use descriptions, examples or illustrations that the participants are familiar with Motivation Participants must want to learn, must be ready to learn, must have some reason to learn Presenter must also be motivated Identify a need for the participants Move from the known to the unknown Primacy Things learned first are learnt best Short presentations Interesting beginning Updates on direction and progress of learning Get things right the first time 2-way communication Communicate with participants Include interactive activities in sessions plan Match body language with verbal message Feedback Trainer and trainee need information from each other Include feedback activities (e.g., questions; tests) in sessions plan Give feedback on performance immediately Positive and negative feedback Acknowledge good work (positive reinforcement) Active learning Participants learn more when they are actively involved in the learning process Use practical exercises Use questions Get the participants to DO it Multiple-sense learning Learning is more effective if participants use more than one of five senses Tell AND show I see and I forget I hear and I remember I do and I understand. Confucius a. 450 BC Exercise Things that are repeated are best remembered Hear, see, practice, practice Frequent questions Frequent recall Give exercises Advantages Disadvantages • Most economical. Particularly useful when there are many people to be trained, and scarce training resources available for instruction. • Trainer is in complete control of time, material and presentation. Thus, more coverage in short time. • Limits participants to a passive role - listening. One way communication. • Skills, which require practice, cannot be taught • No feedback • Difficult to convince people by merely talking at them Advantages Disadvantages • Prepared material • Presentation is covered in a logical ineffective. Mere order. lecture can not hold • Can provide aesthetic participants’ pleasure. attention for a long • Text books may not be time. available; language of the book may not be understood by the participants. • Easy to co-ordinate. Thank You