Explain the importance of:
1.4a training course design and delivery
Training delivery has an in important role to the overall success of both employees and employers, the training provided would ideally be appropriate to the level at which the employee can understand as employees differ in training needs for example their experience, social interaction and literial skills.
Training should understand the needs of the employee and designed around the individuals learning skills but also delivered in a way that the person understands and takes in. Training should consist of a number of learning tools and not just set to one standard for all i.e. Videos, flip boards, practical assessments and written. Some individuals need help, as many individual absorb the information which is being delivered easier than others, employers need to appreciate that a number of staff that carry out manual task may have disabilities such as dyslexia and dyspraxia or even a physical disability and therefore need to take these into account and maybe carry out separate individual training on a one to one basis which is should as a negative or segregating a person.
Mindflash.com. (2018). Why Blended Learning Is Really Just Blended Training. [online] Available at: https://www.mindflash.com/blog/why-blended-learning-is-really-just-blended-training [Accessed 26 Nov. 2018].@ 11.14
1.4b benefits and limitations of different methods of presentation
There are a number of options and resources that can be used when carrying out training when the needs to present and abundance of information to employees which benefit individuals in their job role. As a business and an employer there are a number of decisions that need to be taken into account on which methods should be used and when and how. Blending training is a good example of this, Blended learning is an education program (formal or non-formal) that combines online digital media with traditional classroom methods. It requires the physical presence of both presenter and student, with some elements of student control over time, place, path, or pace.
Classroom based training – This is instructor led and is still the most used training methods within an organisation. Normally the trainer will use boards or flip charts which enable both the trainer and the students to write feedback on. Overhead projectors are another method which is increasingly popular with most training companies and allow the trainer to use power points presentation with the added attraction that they can incorporate video clips within the power point. This allows a large group of students to interact with the lecture and each other and is a good source of storytelling.
- Advantages – This type of training is face to face and instructor led, it allows for a more personal touch and it can be based at small or large groups it is cost effective and gives everyone the same type of training at once.
- Disadvantages – The training is all based on how good the instructor is, if the instructor is not good at presenting then ultimately the group won’t be receptive to the instructor and become less interested.
Hands on Training – This type of training is a more effective training method for employees in manual or engineering backgrounds. It gives the employee a chance to familiarise themselves with the tasks they may be carrying out on a day to day basis. It can also give the opportunity for an instructor to assess a candidate on how experienced or inexperienced they are at a task enabling them to provide extra training in the desired task required to bring them up to date and in a safe environment.
- Advantages – It’s a hands-on training which is an effective method for training in new procedures and new equipment. It allows trainers to establish whether a trainee has learnt the skill required and if not be able to rectify quickly.
- Disadvantages – This type of training is not good in a large group situation, should there not be enough room or equipment to demonstrate or use. Students can become disruptive in larger groups and fool around (horse ply) if not controlled from the offset. Training can be expensive when out sourcing, operatives can be taken away from there day to day task making the company less profitable.
Blended Learning – Blended learning is a mixture of traditional classroom-based training face to face and a mixture of technology online training approach (e-learning). This allows student to pace their learning progress and control the time they spend on specific training tasks. This type of training represents a much greater change in basic technique than simply adding computers to classrooms; in some case it is a fundamental change in the way lectures and students approach the learning experience.
- Advantages – Cost effective, it is believed that this type of training replicates how people train on the job.
- Disadvantages – Doesn’t suit everyone’s needs i.e. people with disabilities or learning difficulties, May not suit all foreign languages, is not specifically a quick method of training.
1.4c course evaluation and validation to ensure objectives have been met
Once the organisation has carried out its training, it needs to ensure that the training it delivered was impactive, effective and met the organisations training objectives. This is vital for any training of similar modules which will be carried out at future dates and establishes how the organisation plans the correct training needed for its workforce.
The trainer needs to consider how the training was delivered and did everything go to plan or were there any problems whilst delivering the training, which could be ironed out in future training. Consideration needs to be considered on how well the training methods worked, if they went well and which parts of the training didn’t go as well as planned. Training is carried out to meet certain criteria for the organisation, either this is to come in line with legal and regulatory requirements (Health and Safety reg’s), updating the workforce on new process and task or to improve the workforces efficiency, ultimately the training needs to meet the objectives and goals set.
There are a number of learning models that are currently in use and help an organisation plan training, they are all basically steered around the same principles and these are Kirkpatrick, Kaufman, Anderson, and Brinkerhoff. These work around measuring and determining and employs aptitude on four kevels of criteria.
- Reaction – Did they enjoy the training?
- Learning – Did they pass the assessment?
- Behaviour – Do they work better?
- Results – Did business metrics improve?
There are a number of ways the organisation can evaluate its findings, which do not have to be intense for the student. Standard tests which have either a multiple-choice question or true/false questions, both these methods work well and can capture most individuals learning abilities. Another way is to watch employees during the training and on-site work which will help you evaluate, if the student took in the information given. For larger organisation productivity data analysis maybe best suited and will either show an increase or decline in productivity therefore showing how effective the training has been.
1.4d preparing, delivering and marking tests and assignments
Preparation – An important part in deciding on which content will be included in any tests and assignments. When carrying out any assignments and tests there needs to be a defined and clear subject matter and this should be based around the training carried out and preferably after the training so the student as the student will have retained most of the knowledge around the session. The results of the test will give the lecture a greater understanding of how the students have taken in the information provided in the training sessions, this will also give a good insight of the employee’s abilities. Other anomalies need to be considered when preparing for test and assignment which is also true when preparation for training, consideration for persons with disabilities be this physical (wheel chair access), mental and learning (Dyslexic).
Delivering – Should be carried out at a location which is suitable and timely, preferably if the test is being carried out on the same day that there are resources which allow spaces for students to sit apart. This should be done under strict conditions which eliminate the chances or students cheating otherwise the lecturer wouldn’t be able to evaluate if the training has been beneficial to the individual.
Marking – this is dependent on how formal the training carried out is. If the test has been carried out under strict conditions, it would be more beneficial if the paper is marked consistent by another trainer, this makes the marking unbiased and consistent, the disadvantage to this is that the learner may not receive his/her marks for a number of weeks. Another way for marking is to ask students to swap papers, which is much less formal. This is a quick method and enables learners to discuss their answers, however this can also cause embarrassment for some students and needs to be carried out effectively and with some part of respect for the learners. Once the papers are marked this can give a good evaluation of how the training went and what needs revising in future training.
1.4e effective written and verbal communication
Verbal communication is a vital part of delivering health and safety training and by having good communication skills is a good way of maintaining an audience’s concentration, be it an individual or a group scenario. There are a number of ways that communication happens within a company. Ultimately the most effective way is face to face communication this is a direct method and by keeping the talks brief and to the point of the subject, it will help rally up a discussion between team members and individuals. This encourages the staff to come up with ideas and question why we carry our certain processes, and in the way, we carry these out. By carrying out this way of communication can inspire staff to get involved and ask questions.
Other ways of communication are by the written in form type or emails. This is vital to any organisation and can be recorded more adequately. These documents, question papers, technical information and training information are a reliable source and can be accessed my many different members of staff. However, with the written forms there comes challenges with individuals with learning difficulties like dyslexic. Therefore, a mindful approach needs to be considered within an organisation when delivering health and safety training or when placing information on notice boards that everyone understands.
1.4f systematic training
Training is defined as the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job. Training has also been defined in the Glossary of Training Terms (Manpower Services Commission, U.K.) as “a planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Therefore, taking these terms in to context in the work place this is a process that helps develop the abilities of an individual in which an organisation satisfies current and future manpower needs.
Systematic training is the way an organisation approaches how its employees are trained in their specific job roles which enable them to carry out this effectively, enabling them to be fully prepared for individual tasks which are required by their organisation in the forms of having the necessary knowledge, skills, and attitudes to do their job which is beneficial to an organisation.
1.4g different learning styles
There are so many different learning styles an individual can learn, there is no right or wrong, what works for one person may not work for another and therefore there need to be interaction between the trainer and the student to establish which will work for them. One popular theory that has been developed by scientist and psychologists is the VARK model, identifies four primary types of learners: visual, auditory, reading/writing, and kinaesthetic.
Visual training – this works best on individuals who prefer to see the information be it written, chart or in graphic form. This helps instructors relay their training styles by showing illustration, mind maps, tables etc, and this can help individuals who struggle with poor memories by memorising key elements within the visual aids.
Auditory Learners – This type of learning style is best suited to person who learn from listening and struggle with the written word. It gives the individual to ask more questions to their instructor and a more interactive learning process.
Reading and Writing – This is the most common form of learning where everyone can interact in a training session, this does not have to be formal. Individuals can take notes or read handouts provided by the trainer and take bullet points. Some individuals will read word for word where other will scan read and take in the information which is vital for them.
Kinaesthetic learners – Work best when they are involved in a hands-on approach, this is more suited to person who carry out manual tasks. However, this can also be vital for persons in role play scenario on ways to deal with specific situations delivering training, delaying with staff issues or interaction with clients.
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