Training Pedagogy

Training Pedagogy: 

Training Pedagogy State Institute of Health and Family Welfare Jaipur SIHFW: an ISO 9001: 2008 certified institution 1

Basic Terms: 

Basic Terms Training Learning Education Let us understand the difference SIHFW: an ISO 9001: 2008 certified institution 2

Training: 

Training A planned and systematic effort to modify or develop knowledge, skills & attitudes through a learning experience. Objective: Achieve effective performance in an activity / activities. Purpose: Enable a person to develop skill sets for a given task. SIHFW: an ISO 9001: 2008 certified institution 3

Learning : 

Learning The process that helps individuals acquire: Knowledge Skills Attitudes Through Experience Reflection Study Instruction SIHFW: an ISO 9001: 2008 certified institution 4

Education: 

Education A series of activities to enable: Assimilation & development of KSA & values. Understanding not restricted to a narrow band. Arranging problems to be defined, analyzed and solved. SIHFW: an ISO 9001: 2008 certified institution 5

How precise these terms are…: 

How precise these terms are… Training - involves acquisition of behavior, fact, ideas that are not easily defined in the job context-job and person oriented. Learning - a degree of uniformity within limits set by individual differences. Education - person oriented, less amenable to precise definition. Increases the variability in individual differences by teaching in a manner that each individual behaves in a way unique to him/her. SIHFW: an ISO 9001: 2008 certified institution 6

A Trainer: 

A Trainer Understands the psychology of the learning process and its implication to the trainee . Effective Trainer: Know what to instruct How to instruct Able to communicate effectively Be flexible in approach Know the psychology of the trainees SIHFW: an ISO 9001: 2008 certified institution 7

Role of Trainer: 

Role of Trainer SIHFW: an ISO 9001: 2008 certified institution 8

Seek Answers Before Training: 

Seek Answers Before Training For Whom is the course for? Who will train ? How will we select the participants? What competencies are expected? Has a needs assessment taken place? What level of accomplishment ? SIHFW: an ISO 9001: 2008 certified institution 9

Then Answer Them…..: 

Then Answer Them….. Should the training content be delivered all at once, or spread over several weeks or months? Will participatory methods and practical exercises help participants retain the learning? How small should the class be? Can the content be covered using e-learning or distance learning, or is face-to-face, classroom-based training necessary? How should training content be sequenced to maximize understanding? How much time should be devoted to specific topics? SIHFW: an ISO 9001: 2008 certified institution 10

How People Learn: 

How People Learn Change is always resisted : Can a training design therefore be stereotyped/ repetitive? Should training help to lessen or achieve a rapid change in the participants? What kind of reactions do you assume after the training? What kind of compulsions bring trainees to the training hall? SIHFW: an ISO 9001: 2008 certified institution 11

How People Learn: 

What kind of assumptions will you have: All participants come for a holiday in the name of training Least expectation of tangible benefits Stereo-typed attention behavior body language Highly biased perception about training How People Learn SIHFW: an ISO 9001: 2008 certified institution 12

Learning Styles: 

Learning Styles SIHFW: an ISO 9001: 2008 certified institution 13

Learning Methods: 

Learning Methods Participant active Field Study Case Study Article analysis Group exercises Individual assignments Partner discussions Role plays Participant passive Lectures Case study presentations Group exercises Field trips SIHFW: an ISO 9001: 2008 certified institution 14

Learning Styles & Learning Methods : 

Learning Styles & Learning Methods SIHFW: an ISO 9001: 2008 certified institution 15

Training Model – An Integrated Process: 

Training Model – An Integrated Process SIHFW: an ISO 9001: 2008 certified institution 16

Kolb Cycle: The Cycle of Experimental Learning: 

Kolb Cycle: The Cycle of Experimental Learning SIHFW: an ISO 9001: 2008 certified institution 17

Behavioral Words: 

Behavioral Words SIHFW: an ISO 9001: 2008 certified institution 18

Non-Behavioral Words: 

Non-Behavioral Words Know Understand Appreciate Apprise Cognize Believe SIHFW: an ISO 9001: 2008 certified institution 19

PowerPoint Presentation: 

“ Designing” in training, is the thinking process you go through to arrive at a series of activities or experiences which make up a learning event. SIHFW: an ISO 9001: 2008 certified institution 20

Design: 

Design Learning objectives Learning methods Learning tools SIHFW: an ISO 9001: 2008 certified institution 21

PowerPoint Presentation: 

Faculty should learn to use technology to address the mission of the training Technology training should focus on specific, mission-critical skills Team-based methodology to bring effective educational products in time & cost-efficient fashion SIHFW: an ISO 9001: 2008 certified institution 22

Pedagogy & Andragogy : 

Pedagogy & Andragogy Pedagogy – The art and science of teaching children including undergraduates, Teacher and subject centered Andragogy – Learning strategy focused on teaching adults, Student centered Four main assumptions Changes in Self Concept Role of experience Readiness to learn Orientation to learning SIHFW: an ISO 9001: 2008 certified institution 23

PowerPoint Presentation: 

Pedagogy Andragogy Self Concept Experience Readiness Time Perspective Orientation to learning Dependency Self Directing of little worth Learners are rich resource Biological development social pressure Developmental task of social roles Postponed application Immediacy of application Subject Centered Problem Centered Pedagogy Andragogy Climate Planning Diagnosis of needs Formulation of Object. Design Authority Oriented Mutual respect Collaborative Informal By teacher Mutual By teacher Mutual Self-Diagnosis By Teacher Mutual Negotiations Logic of the subject matter Content Units Sequenced in terms of readiness Problem Units Activities Transmitting techniques Experimental techniques Assumptions Design Elements 24 SIHFW: an ISO 9001: 2008 certified institution

Andragogy vs. Pedagogy: 

Andragogy vs. Pedagogy Theory of Adult Education Andragogy – originally used by Alexander Kapp (a German educator) in 1833 developed into a theory of adult education by the American educator, Malcolm Knowles. SIHFW: an ISO 9001: 2008 certified institution 25

Andragogy vs. Pedagogy: 

Andragogy vs. Pedagogy Theory of Adult Education Knowles - Andragogy (Greek meaning: man-leading”) should be distinguished from the more community used pedagogy (Greek meaning: “child-leading”). SIHFW: an ISO 9001: 2008 certified institution 26

Malcolm Knowles: 

Malcolm Knowles Theory of Adult Education Knowles’ theory can be stated in simple postulates: Adults are most interested in learning subjects of immediate relevance to their job or personal life. Adult learning is problem-centered rather than content-oriented (Orientation to learning). SIHFW: an ISO 9001: 2008 certified institution 27

Pedagogy: An Evolution: 

Pedagogy: An Evolution SIHFW: an ISO 9001: 2008 certified institution 28

Trends in Pedagogy: 

Trends in Pedagogy SIHFW: an ISO 9001: 2008 certified institution 29

Trends in Pedagogy: 

Trends in Pedagogy SIHFW: an ISO 9001: 2008 certified institution 30

Pedagogy: Useful During: 

Pedagogy: Useful During Class Training Workshop Focused Group Discussion Panel Discussion SIHFW: an ISO 9001: 2008 certified institution 31

PowerPoint Presentation: 

Learning Tools: Pedagogy SIHFW: an ISO 9001: 2008 certified institution 32

PowerPoint Presentation: 

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PowerPoint Presentation: 

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What We Retain…: 

What We Retain… SIHFW: an ISO 9001: 2008 certified institution 35

Retention Level: 

Retention Level Very Low Very High SIHFW: an ISO 9001: 2008 certified institution 36

PowerPoint Presentation: 

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Power Point Essentials: 

Power Point Essentials Title of Presentation Introduction Objective Revision of previous Knowledge Main Body Key Points Training Methods Evaluation Methods Assignments Summary Thank You SIHFW: an ISO 9001: 2008 certified institution 38

PowerPoint Presentation: 

Capture the Attention SIHFW: an ISO 9001: 2008 certified institution 39

PowerPoint Presentation: 

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PowerPoint Presentation: 

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PowerPoint Presentation: 

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PowerPoint Presentation: 

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PowerPoint Presentation: 

Skill of Explaining SIHFW: an ISO 9001: 2008 certified institution 44

PowerPoint Presentation: 

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PowerPoint Presentation: 

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PowerPoint Presentation: 

Answering Questions SIHFW: an ISO 9001: 2008 certified institution 47

PowerPoint Presentation: 

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Effective Presentation & Effective Communication : 

Effective Presentation & Effective Communication Preparing for the presentation: Determine the purpose Ascertain the time Analyze the audience Determine the message Identify the main theme , support points for discussions Collect or prepare the material for preparation Prepare time structure of your presentation Practice Arrange your aids SIHFW: an ISO 9001: 2008 certified institution 49

How To Keep Audience Interested: 

How To Keep Audience Interested Opening Speech: arouse curiosity relate to human interest story ask questions show how the topic affects audience’s vital interest start with shocking facts casual opening begin on common ground use humor cleverly open with striking quotation talk something of momentary interest SIHFW: an ISO 9001: 2008 certified institution 50

PowerPoint Presentation: 

Involving People: Design opportunities for participation. Indicate clearly that the group’s contribution is valued. Green signals( positive): Smiling, Nodding, Good eye contact, noise of approval- Ah, Ah. Yes. OK. Good. Typical Phrases include: That’s right.. Well done.. Any ideas… How could we….? Red Signals( Negative): Bad eye contact. Looking bored. Looking irritated. Tapping fingers. Shuffling papers. Checking clock/watch : Turing back while speaking. Typical Phrases include: Obviously…. Lets deal with that later… We’d better move on … We can’t go into that now. We’re pushed for time…. SIHFW: an ISO 9001: 2008 certified institution 51

Organizing Trainings: Checklist: 

Organizing Trainings: Checklist Need Assessment Designing schedule Training Material Training arrangements SIHFW: an ISO 9001: 2008 certified institution 52

Analyze Whether Train or Not: 

Analyze Whether Train or Not High Job Knowledge Low Problem: Low Motivation Method Assess personal consequences/ rewards system Problem: Systemic Method Consider system issues, problem is out of control of the employee Problem: Bad Fit Method Consider improper placement of employee in the position Problem: Lack of Knowledge or Tools Method Training Low High Employee attitude/desire to perform the job SIHFW: an ISO 9001: 2008 certified institution 53

Needs Assessment: 

Needs Assessment “Needs assessment is the systematic effort that we make to gather opinions and ideas from a variety of sources on performance problems or new systems and technologies.” Allison Rossett (1987) SIHFW: an ISO 9001: 2008 certified institution 54

Why Needs Assessment?: 

Why Needs Assessment? To make sure that right solution is applied to the problem To identify what learning will be accomplished To identify what changes in behavior and performance are expected To determine the expected economic costs and benefits SIHFW: an ISO 9001: 2008 certified institution 55

Steps of A Needs Assessment: 

Steps of A Needs Assessment Conduct Task Analysis and compile a Task Inventory Perform a Gap Analysis Select which tasks will be addressed Determine performance measures for the trained task Select Training Method Estimate training costs SIHFW: an ISO 9001: 2008 certified institution 56

Task Analysis/Inventory: 

Task Analysis/Inventory What The breakdown of performance into detailed levels of specificity Statements of what will be done/ how it will be done/ for what end result Why To determine the operational components of a job, skill, goal, or objective To describe what and how they are performed To describe the sequence and scope When Whenever there are new processes or equipment, when job performance is below standards, or when requests for changes to current training or for new training are received SIHFW: an ISO 9001: 2008 certified institution 57

Gap Analysis  Performance Behaviors: 

Gap Analysis  Performance Behaviors What Comparison of actual performance against new or existing standards Why To identify the performance gap between what is actually done and what is required or expected When An intervention is required New processes and/or procedures New equipment/hardware/ applications/ technologies Change in staffing Governmental mandates Routinely, as part of continuous improvement process SIHFW: an ISO 9001: 2008 certified institution 58

Tasks Selection: 

Tasks Selection What A determination of which tasks will be addressed in the training Directs course objectives Why To determine the scope and content of the training When An intervention is required New processes and/or procedures New equipment/hardware/ applications/technologies Change in staffing Governmental mandates Routinely, as part of continuous improvement process SIHFW: an ISO 9001: 2008 certified institution 59

Tasks Selection: 

Tasks Selection Required The task/topic is required by law or for safety Risk There is a high risk if task is not done correctly The task is critical Complexity Task is difficult or complex/ done frequently/ time-consuming/ critical to the performance of the role Team Considerations Task requires coordination with other staff or with other tasks Task is part of a collective set of tasks Performance Task is required for acceptable role performance Task distinguishes star performers SIHFW: an ISO 9001: 2008 certified institution 60

Select Training Format: 

Select Training Format What A determination of training delivery mode Why Identify the best tool for the job Determine training materials and format Begin to understand possible costs When For every training intervention or project Can be done at the task level or just generally SIHFW: an ISO 9001: 2008 certified institution 61

Needs Assessment Techniques: 

Needs Assessment Techniques Direct observation Questionnaires Consultation with persons in key positions, and/or with specific knowledge Review of relevant literature Interviews Focus groups Tests Records & report studies Work samples SIHFW: an ISO 9001: 2008 certified institution 62

Designing Schedule : 

Designing Schedule Training curriculum to reflect mission. Set topics and allot time giving sufficient breaks. Choose the best resource person and keep another handy. Manage time. SIHFW: an ISO 9001: 2008 certified institution 63

How to Plan for Trainings: Pre Training Check List : 

How to Plan for Trainings: Pre Training Check List Training Material Is the resource material ready. Presentations and other formats handy. Content checked Flip charts, markers, papers, notebooks and other stationery ordered and received. SIHFW: an ISO 9001: 2008 certified institution 64

How to Plan for Trainings: Pre Training Check List: 

How to Plan for Trainings: Pre Training Check List Training arrangements Is the venue booked. Arrangements of lodging and boarding been done Availability and functionality of equipments: LCD, Projector, laptop, AC working properly Availability of resource persons and resource material Cash available for honorarium and TA/DA Certificates/ photographs/ relieving orders SIHFW: an ISO 9001: 2008 certified institution 65

How to Plan for Trainings: During Training Check List: 

How to Plan for Trainings: During Training Check List Ensure, schedule is followed Be clear on what you need to speak on Know your target audience Please maintain the time schedule Arrive at the venue 15 min. in advance to checkout the layout of the classroom, equipment, etc. Provide a list of what you require in advance Send in your brief write-up about yourself for introduction purposes and also carry a copy with you SIHFW: an ISO 9001: 2008 certified institution 66

PowerPoint Presentation: 

Remove all physical barriers before starting the session Be ready to use alternative teaching aids in case a particular aid is not available Do not pack on too much at one go. Use case studies, role-plays, exercises and games appropriately and only if they are in context SIHFW: an ISO 9001: 2008 certified institution 67

Handling Problem People During Training: 

Handling Problem People During Training The Talking Terror (TT ) Broad Characters : Loud mouth, chatterer Causes Insecurity, Demo of his knowledge, Enthusiasm, Want attention and acceptance Control: Take control at a pause. Thank or agree  redirect the group. Check understanding  move Speak during break and explain…. Channel his energies elsewhere .. SIHFW: an ISO 9001: 2008 certified institution 68

Handling Problem People During Training: 

Handling Problem People During Training Doubting Thomas (DT) Causes Invariably the DT is with seniority. Seen bright ideas tried/ fail His ideas were never given a chance, now he is less receptive Regards new approach as threat Favorite Phrase “That’ll never work. We have tried that before.” Control Gain acceptance step by step. Suggest that DT agrees to suspend his judgment until the session is over. Ask him to be specific SIHFW: an ISO 9001: 2008 certified institution 69

Handling Problem People During Training: 

Handling Problem People During Training The Great Griper (GG) Character : Uses every opportunity to air grievances -undermine the enthusiasm of the group Causes: GG needs to convince himself that he is entitled to feel the way he feels/ does. And share his beliefs. He does not want to change anything. Favorite phrase “The problem/trouble is..” “Well, that is good, but……” Control Allow him to say ONCE. Take some form of positive action to lay it to rest. SIHFW: an ISO 9001: 2008 certified institution 70

Handling Problem People During Training: 

Handling Problem People During Training The Pot Plant (PP) Character : Sitting, Decorative, contribute very little Causes She will make a fool for herself- feels inhibited Finds its difficult to articulate her thoughts- comfortable to sit and listen, Favorite phrase : “ Sorry” Control Insecurity – build confidence by directing a question- she is able to answer Ask a closed question- when articulation is the problem. Accept the reality- involvement without overt or active participation. SIHFW: an ISO 9001: 2008 certified institution 71

How to Plan for Trainings: Post Training Check List: 

How to Plan for Trainings: Post Training Check List Get a feed back on content & facilities Ensure timely release Take care of those who are to overstay Ensure Bills are settled Certificates issued Venue is cleared All aids are replaced in order Gadgets switched off SIHFW: an ISO 9001: 2008 certified institution 72

Thank You : 

Thank You For more details log on to www. Sihfwrajasthan.com or contact : Director-SIHFW on sihfwraj@yahoo.co.in SIHFW: an ISO 9001: 2008 certified institution 73