Train The Trainer

OnRecent Trends in

Training and Development

By: Ruhi Beri

AGENDA

• Latest trends• Latest methods used by organizations• Latest technologies used

Latest TrendsGreater use of technologies for training

delivery

• Rationale behind this:Decreasing costs of technologyEffectiveLess training costs for geographically dispersed

employeesHelp build desirable features of learning

environmentAppropriate in case of contingent employees and

alternative work environments• Example: Teleimmersion

Latest Trends

Increased demand for training for virtual work arrangements

• Challenges Knowledge management Cultural differences Team work skills Technical skills Structure, shared values and goals

• Answer Digital Collaboration Training

Latest TrendsIncreased emphasis on speed in

design, focus in content, and use of multiple delivery methods

• Rapid Instructional Design (RID) Just-in-timeResource allocation to design and delivery• Shorter training courses focused on

content (yet interesting)• Multiple delivery methods

Latest TrendsIncreased emphasis on capturing and

sharing intellectual capital

• Rationale behind this:

Loss of valuable knowledge due to retirement of baby boomers

Strategic value of learning organizations

• Trainers need to be technically literate to covert organizations into learning organizations by the use of latest technologies.

Latest Trends

Increased use of true performance support

• Embedded learningTask specific, real-time content and simulationAccessible during work as well as real-time

collaboration in virtual work spaces

• Future Short learning episodes embedded with workAlert when need arisesDirect connection with expertsSimulations for guidance

Latest TrendsIncreased emphasis on performance

analysis and learning on business enhancement

• Performance Analysis approachFocusing on interventions related to

performance improvementProviding support for high-performance

work systemsDeveloping systems for training

administration, development and delivery that reduces costs and increases employees’ access to learning

Latest TrendsIncreased use of training

partnerships and outsourcing training• Need of specialized knowledge, access to

best practices and cost savings.• External suppliers: Consultants,

academicians, etc• Key decision is how much to outsource

(and not whether to outsource)• Example: Application Service Provider

Latest TrendsRecognition of importance of EQ and

SQ at the workplaceGlobalization will shape more

leadership programs

• Highlights

Conducts Leadership Programs and a host of other workshops for many Fortune 500 Companies These programs revolve around spiritual knowledge and its practical applicability in professional and personal life.

Highlights Cont’d

By the Art of Living

CLIENTS

Latest Trends

Edu-Tainment and Enter-Trainment

• Example

Brands that trust:

IBMReliance CommunicationsFuture GeneraliNokiaFortisTedExHDFC ErgoEtc Etc….

Latest methods used by organizations

COMPUTER BASED TRAINING

• “The training that occurs solely on the computer with individuals interacting with a computer program to learn a given concept or training course.”

• Used in : Vidicon EnterprisesAdvantages: Disadvantages

Self-paced Provides variable training goals Interactive Proficiency is ensured Simulation is possible Drill and practice possible Higher levels of learning can be

addressed

Limitation in integration Logistics problems Can be expensive Students lack motivation Unable to adapt to the use

of computers More time to develop

METHODS

CD-ROM, DVD,LASER DISC

INTERACTIVE VIDEO

•A personal computer enables integrated animation, video clips, and graphics .

•Can be interactive using joy-stick or touch-screen monitor

•Used in: Pilgrim Nuclear Power Plant, Plymouth, Massachusetts

•Instruction is provided one-to-one

•Can interact with the program

•Used for technical and inter-personal skills

•Used in : Apple

METHODS

INTERNET E-LEARNINGLEARNING PORTALS

•Various newsgroups

•Discussion groups

•Various blogs

•E –books

•World wide web : browser and a search engine

Instruction and delivery of training online

IncludesWeb-based trainingLearning portalsDistance learningVirtual reality

•Websites or online learning centers

•E-commerce transactions

•Provides access to training courses, services, and online learning communities

•Used in : Ford Motor Company

DISTANCE LEARNING

Physical separation between the learners and the instructors

Two-way communicationsUse of audio and data linksUsing prepackaged learning

resources or coursewareRequires peer support and

instructor helpUsed By: IBM, Kodak

Two types: Teleconferencing Individualized, personal CBT

Process Involved: Virtual classroomsAudio link btw instructor and traineeComputer software applicationsInstant polling technologyWhiteboard marking tools

Advantages:Cost ReductionAccess to expertsSave travel costs and times

Disadvantages:Lack of interactionTechnology issuesUnprepared trainers

WALKABOUT

Walkabout Basic challenges

Skills used

•Introduced by the Asian Institute of Management, Manila

•Trainee is left on his own to complete his training

•Minimum trainer intervention

•Adventure

•Creativity

•Practical skills

•Logical enquiry

•Opportunity seeking

•Goal setting

•Strategy formulation

•Planning

•Implementing

•Controlling

ACTION LEARNING

ACTION LEARNING Advantages

Learning is better experientially and mostly by doing.

Gives teams or work groups an actual problem, has them work on solving it and committing to as action plan, and then holds them accountable for carrying out the plan

Six sigma training programs use this method

Used by : Novaritis, GE

Lies in its practicality. Promotes communication. Develops resilience and determination. A way of transforming the culture and

providing continuous learning Involves real-time problems

NET VARSITY (corporate university

OUT BOUND TRAINING

PROGRAMME

INTELLIGENT TUTORING SYSTEMS

•It refers to a company’s centrally managed umbrella of ‘in-house’ or ‘off-site’ training initiatives.

•Main aim is to systematize training as a function, maximize investment in employee education, or develop workforce employability.

•Used in: IBM, Motorola, Disney world, Ford

To place the participants in a challenging risk-taking situation.

To provide a hands-on experience in which team-spirit, leadership and communication skills are tested

Post exercise debriefing

Used in : ONGC, Cadbury’s and CEAT

Instructional systems that use artificial intelligence

Customize the training experience for individuals to meet their needs

Used by : NASA in astronaut training

Three types of ITC environments :

tutoring coaching empowering

VIRTUAL REALITY BLENDED LEARNING

•Provides three-dimensional learning experience

•Allows simulations to be more realistic

•Technology is used to stimulate the senses of the trainee

•Use of audio interfaces, gloves that provide sense of touch etc.

•Used in : Motorola

•Combines online learning, face to face instruction, and other methods

•AdvantagesIncreased learner controlMore interactionBrings learning into real life through discussionsMore effective

LATEST TECHNOLOGIES USED

Expert SystemsGroupwareElectronic Performance Support Systems Interactive Voice Technology ImagingTraining software applications

Technology (usually software ) that organizes & applies human experts knowledge to specific problems

Multiple users to track, share, and organize information and to work on the same document simultaneously

Can provide, as requested skills training, information access, and expert advice

Using a conventional PC to create a phone-response system

Scanning documents, storing them electronically & retrieving them

Track information related to training administration

FINALLYAMA Enterprise identifies the following

trends that will have an impact on the industry in 2013:

Training executives are being pressed for transparency

Coaching programs will draw greater scrutiny Demand for basic skills training is expected to

re-emerge Globalization will shape more leadership

programs Companies will turn to training to build employee

loyalty Workers will be more assertive about high-

potential programs Learning will continue to go mobile

REFERENCES• Raymond A Noe, “Employee Training and

Development” McGraw-Hill • P.L.Rao., “Enriching Human Capital through

Training and Development”, Excel Books• Irwin L. Goldstein, “Training in

Organizations”, Cengage Learning• http://www.akashgautam.com• http://www.tlexprogram.com• http://www.robinsharma.com