Designing Training Program II

Lecture 7
Training & Development

Ining
 How
People
Learn?
&
Master Plan
to
Conduct
Training
 Management structure and career dimension Model
by Kubra and Prokopenka 1989

Conceptual Social Technical

Top management

Middle Management

Supervisory
Management/
Workers

0% 100%
How Peopl
e Learn?
 How People Learn?
1. Perception
2. Making sense of Perception
3. Remembering
4. Recall
5. Generalization
6. Performance
7. Feedback
 How People Learn?

1. Perception
– Audio/video aid
– Broadcast
– Webinars
– Touch
– Feel
– Stress toys
How People Learn?

2. Making sense of
Perception
– framework
– Context
– Objectives
– Logic
– Rationality
 Why we do this all…………..

To achieve some objective or objectives

How People Learn?

3. Remembering
– Short term memory
– Long term memory
How People Learn?

4. Recall
–
–
Acronyms
Checklists
President
– Anecdotes
– Associations
&
The Shoe
 How People Learn? 5S
5. Generalization Seiri
– Real Examples
–
–
Relevant
Case studies Sort Seiton
Set in order Seiso
Shine Saketsu
Standardize Shitsuki
Sustain
 How People Learn?

6. Performance
– Practice
– Role plays
– Exercises
– Simulations
 How People Learn?

7. Feedback
– Improvements
– Clarifications
– Narrow down the gap between actual performance and
required performance
– PDCA…….
Designing
A Training
Material
 Master plan…..

• Objective
• Participants
• Trainers
• Time
• Place
• Means and facilities
• Organizer
• Training costs
• Participants costs
 Why Training Material?
• A formal training manual ensure that there is
consistency in the presentation of the content
of the training program and is aligned with the
objectives of training
• Trainees can use the manuals for reviewing
the subject after training.
 Why Training Material?
• It lets the trainee concentrate on and partake
in the training during the training session
instead of taking detailed notes.
• It can serve as a reference document in the
work place.
• valuable source of information to the
organization
 Types of Material
• Work books – often used in training sessions. It
provides basic information, examples and exercises
• Self-paced guides: designed for trainees to work
through on their own
• Reference manuals: for containing detailed information
on processes and procedures
• Handouts: provide general information to support
training done during the session
• Job aids: provide step-by-step instructions to be used
in the work place
 Effective Material
• Is easy to read and has easy to follow instructions;
• Has an attractive design
• Uses illustrations to enhance understanding
• topics, tasks, procedures and other information
arranged in a logical sequence and broken down into
small units
• Aligned with Audience – their reading skills, previous
work experience
• Carries activities, case studies, role plays, simulations etc
• Can be used for future reference
 Writing a Material
The following advice has been given by many authors:

• Write in plain English: Avoid using technical terms, unless it is

part of the work place vocabulary. In that case make sure
technical terms are explained in simple language/terms Spell out
or explain acronyms and abbreviations
• Use the active voice: It is concise
• Be consistent in the use of terminology, tone and style of writing
• Long sentences and paragraphs can be confusing. Use short
sentences and phrases. Numbered steps are easier to follow
than long paragraphs.
 Writing a Material
• Include illustrations (graphs, flow charts, tables, pictures,
screen displays, examples of finished tasks) where
appropriate to clarify concepts and enhance
understanding. It also adds visual interest. Illustrations
should be in proper proportion to nearby text
• Write a detailed table of contents that include chapter
headings as well as the next level of subheadings
• Write a detailed index, including cross-references, to make
it easy to find information. A good index makes the manual
usable as a reference work for future use
• Check spelling and grammar
 Writing a Material
The title page, table of contents, a glossary of
terms (if used) and the index are prepared
last. On the title page the following should
appear: Name of the manual, author(s),
company name, publishing date. A copyright
notice can be included, as well as
acknowledgement of contributors if
appropriate.
 Design principles for the material
• Proximity: Illustrations should appear on the same page
as the related text. That is part of organizing the content
in a logical order. Avoid too many separate elements on
the page. Use close proximity to indicate unity between
items
• Alignment: The alignment of text and graphics is
another technique in organizing the page. All the
elements (text and graphics) should appear unified and
interrelated by their placement on the page.
• Repetition/Consistency: Consistency in the style of the
elements (headings, graphics, arrangement) gives visual
clues to the reader.
 Design principles for the material
• Fonts (or type): Avoid using more than two or three fonts
in a document. Fonts can be in italic, bold, light, heavy, or
condensed versions. Avoid all uppercase – it is difficult to
read – use bold, italic or other versions of the font for
emphasis. Titles, headings and subheadings should be in a
larger size font than the body of the text. Remember that
font has to be readable
• Color: It could be used in text for emphasizing and in
graphics where appropriate. When used judiciously it
increases learning and retention. Avoid overuse of color as
it loses its interest value
 Easy to use…Tips
• Section dividers help to find sections, This is especially
appropriate for a bulky manual that is to be used over
several sessions
• A detailed table of contents at the beginning of sections, in
addition to the main table of contents at the front of the
manual makes it more accessible
• Allow wide enough margins to accommodate the type of
binding used, as well as space for users to make key notes
• Considering binding, use a method that would allow easy
replacement of pages. The manual can be updated easily,
which adds to its reference value
 ow
How to

in n
perform
Content
bra
acquisition,
o ur

prioritization,
identify it’s
ny

scope, find
B ur

methods to
deliver it, and
how to drill it in
the brain well?