1. Training Effectiveness 2. TV Interview 3. Desired Outcome 4. Ground Rules Oath Ask now Language 5. Session Agenda Introduction to Training Effective TNA Training Evaluation Quality of Good Trainers Measuring Training Effectiveness Making Training Interesting and Fun 6. Introduction to Training 7. Why Training? Quality Control Mandatory Routine Calendar Policy Issue Based Problem Solving Competency Mapping Gap Filling Self Development Desire for Growth 8. Cost can be reduced Profits can be increased Enhanced Productivity can be achieved by TRAINING 9. The only thing worse than training your employees and having them leave is not training them and having them stay - Henry Ford 10. Training Cycle 11. Analyze the TNA results Create a training profile Devise a Training and Development plan Publicize the Training and Development plan Implement the training Evaluate the training 12. Effective Training Need Analysis (TNA) 13. IMPORATNCE Not more than % of expenditures in training actually result in transfer to the job Broad and Newstrom 6-10 14. Definition A needs assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists. 15. Training? Training helps to bridge the gapExisting Skills Knowledge Attitudes Required Skills Knowledge Attitudes 16. Training Need Analysis (TNA) TNA is a tool to identify the gapExisting Skills Knowledge Attitudes Required Skills Knowledge Attitudes 17. GAP Skill Attitude Knowledge 18. If a skill deficiency.. Provide Domain training Provide practice Provide feedback Simplify the task Develop a job aid OJT Transfer Terminate 19. If Knowledge issue.. Reading Access to Resources Conferences & Seminars Discussion Groups 20. if its a problem of will... Remuneration Policy Work Environment Focus on Goals Motivational Lecture/Training 21. And one last question... Obstacles? Remove Obstacles 22. To solve a performance issue Training may not be the answer Training may not be the only answer 23. Training will not be the answer if.. Problem is with the Organisation Structure Remuneration & other policies are faulty Work Environment is not good Growth potential is not visible 24. Cause Solution If skill or knowledge.training If lack feedback..feedback, standards If not motivated.rewards, consequences If unclear expectations..std, measure, discuss If job environmentchange environment If potentialchange personnel 25. If training is the answer. Formal training Self study Technology based Job related/workplace approaches 26. Diagnostic Interviews Direct Observation Assessments / Surveys / Questionnaires /Tets Performance Management Tools Focus groups Work samples 27. Types of Trainee 28. Analyze Learners Each one of us is a Unique Personality and therefore Unique Learner 29. Profiling learners How many participants will be there? Who are the participants? Where are the participants from? What is their experience of training? What is their experience of the training topic? What is their motivation? 30. 3TypesofLearners 31. Create Triads One Speaker One Listener One Observer Rotate Roles 32. Content Development 33. Steps Structure Gather Material Flow and Theme Examples, Anecdotes and Stories Visuals-Pictures, Graphs, Cartoons 34. Take Home Agenda / Content (TOC)/ Flow Workbook Print/CD One Pagers / Posters / Handy Cards Slide Presentation 35. The Trainer 36. Role of A Trainer Teacher Coach Counselor Mentor 37. Qualities of Good Trainers Flexible Empathy Oriented Oratory Friendly Listener Concern and Desire Well Prepared Sensitive Energetic Enthusiasm Positive Confident Humorous Assertive Simple Willing to accept mistake 38. Creative Training Methodologies 39. 10 % of What we Hear 20% of what we Read 30% of what we See 50% of what we Hear & See 70 % of what we Say 90% of what we Say and Do 40. Interactive Lecture 41. Slide Presentation Why Slide? 42. A Picture is worth a thousand words -Chinese Proverb 43. Can you describe this in words? 45 44. Performance Graph 46 45. Cartoons 47 46. Say more than words!! 48 47. Audio Clips 48. Video Clips 49. Caution Do not become SLAVE of slides! 50. StoryTelling 51. World Caf 52. Ice Breakers Introduction with Adjectives 3 Questions Line up as per Birth Date Introduce Others Bingo Throw the Ball Many Others 53. Energizers 54. Games & Activities 55. Brainstorming 56. Group Discussions 57. Case Studies 58. Role Plays 59. Quiz 60. Film/Video Discussion 61. Presentation by Participants 62. Pen & Pencil Exercises 63. Simulation 64. Demonstration 65. Theatre & Drama 66. Music&Drum Beating 67. Adventure & Outbound 68. Training Delivery 69. 3 Factors Audience EnvironmentYou 70. Connecting with the Learners 71. Involve Them Eye Contact Smile Body Language Humor Interactive Opening Ask Qs 72. Match The Pace 73. Environment Physical & Emotional Security Encouraging to participate and commit mistakes Motivating Explored vs Told Seating Arrangement Ambience Facilities 74. Handling Difficult Learners 75. Why are They Difficult Not Interested in the Topic Attention Seekers Arrogant Nature 76. Challenges For Facilitators Taking control Difficult questions Managing conflict Handling dominant people Working with shy people 77. Creating an Impact 78. The Most Important Tool 81 79. Training Evaluation 80. TEXTRA Definition Methods Types Formative Process Outcome Impact 81. Donald Kirkpatrick Reaction - Feel Good Learning - Take Home Change in Behavior Results - ROI 4 Layers of Training Effectiveness 82. Observation Questionnaire Interview Self diaries Self recording of specific incidents 83. Measurement & Assessment 84. Psychometric Testing 85. MBTI DISC Extended DISC Fero-B 86. Constructive Feedback Instant Positive Tone Non offending / Insulting Sandwich between Positives Verbal & Written 87. Conclusion & Feedback 88. Plan of Action 89. Parting Activity Parting Activity 90. Feedback