HRM 4008

Training and
Development
Training Delivery
 Activity
What are the characteristics of a good trainer,
and what effect do these characteristics have
on learning?

Do you think you can learn to be a good

trainer, or is it something you are born with?

Mentimeter Activity

9-3
Training Delivery
Week 10 - Session
5B Chapter 8
 Learning Outcomes
• Develop a detailed lesson plan
• Describe the characteristics of an effective trainer
• Determine who should attend a training program
• Explain the role of ethics in training and
development
• Explain how to create a positive learning climate
• Explain how to use Gagné’s nine events of instruction
• Develop solutions to training delivery problems

8-5
 • The delivery of training involves issues
such as deciding who should attend
Introduction training, who the trainer will be, how
to train the trainers
• The starting point is the development
of a lesson plan 8-6
Training Delivery
Activities

8-7
The Lesson Plan
• A lesson plan is the blueprint that outlines the
sequence of activities that will take place in
the training program
• The lesson is a cohesive unit of instruction
with a specific learning objective

• Check Sample Lesson Plans in Session 5

module

8-8
The Lesson Plan

8-9
The Lesson Plan

8-10
The Lesson Plan

8-11
 The Trainer

What are the qualities of an effective trainer?

8-
12
 Qualities of an Effective Trainer
• Subject-matter
expert (SME)
• Ability to make the
material interesting
• Expressiveness
• Engaging
• Use of seductive
details
8-13
 Seductive Details Effect
• Seductive details are entertaining and
interesting information that is irrelevant or
only tangentially related to the training
material and not necessary for achieving the
training objective
• The seductive details effect means that
seductive details can impair learning and
retention

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9-15
 Train-the-Trainer

Training programs that teach subject-

matter experts how to design and
deliver training programs

8-16
 The Trainees
Donald Kirkpatrick provides four questions
when selecting participants:
1. Who can benefit from the training?
2. What programs are required by law or by
government edict?
3. Should training be voluntary or compulsory?
4. Should participants be segregated by level in the
organization, or should two or more levels be
included in the same class?

8-17
 Trainability Test
• A test that measures an individual’s ability
to learn and perform the training tasks
• For example, have trainees take a mini-
course and then take a test that measures
their learning and performance of the tasks

8-18
Training Plan
Indicates who in an
organization needs
training, the type
of training that is
needed, and how
the training will be
delivered
8-19
Training Materials and Equipment
• Training materials are expendable items
such as note pads, pens, markers, and tape
• Equipment refers to things that have a life
beyond a single use, such as projectors,
computers, and DVD players

8-20
 Training Site
• A training site is the facility or room where
the training will take place
• The training site should be:
– Conducive to learning
– Free of noise or distractions
– Set up in a manner appropriate for the training
program
• Inspect the room in advance, arrive early,
BE PREPARED!
8-21
 • The seating
arrangement is
important because it
can facilitate or limit
Seating
trainee involvement
Arrangement and participation, it
can energize or
inhibit trainees, and it
communicates the
trainer’s style
8-22
Seating Arrangement

8-23
Scheduling the Training Program
1. Accommodating participants
– When is the best day of the week?
– When is the best time of day?
– When is the best time of year?
– During office hours? After hours? Weekends?
2. Be sensitive to the needs and desires of
employees and their supervisors
3. Availability of trainer
8-24
Scheduling the Training Program
4. Availability of the training site, equipment,
materials
5. Massed vs. distributed practice (all at once
or broken into more than one session)

8-25
 Training Administration
• The coordination of all the people and
materials involved in a training program
– Records
– Training histories
– Customized learning opportunities
– Schedules
– Course and material inventories
– Tracking registrations

8-26
 Training Administration
– Inform supervisors of objectives and content
– Inform supervisors and participants of location
– Enrol trainees
– Number of trainees attending (trainer must know)
– Distribution of pre-session materials (if appropriate)
– Site booked
– Equipment arranged
– Supplies ordered
– Budget prepared

8-27
 Training and Development Ethics
• Ethics involves the use of systematic thinking
about the moral consequences of one’s actions
and decisions on various stakeholders
• Stakeholders are people inside or outside the
organization who might be affected by the
organization’s actions and decisions
• Training professionals must adhere to a set of
ethical principles that guide their behaviour and
they must serve as role models of proper ethical
conduct to the rest of the organization
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Training and Development Ethics

8-29
 Steps to Implementing the
Training Program

• Learning climate
• Gagné’s nine events of instruction
• Closing a training program

8-30
 Learning Climate
• Ensuring the learning climate is positive and
conducive to learning involves four elements:
– Consider pre-arrival factors
– Greet participants
– Ensure learning facility/environment is
appropriate
– Consider trainer’s style and behaviour

8-31
Gagné’s Nine Events of Instruction
• Events of instruction are
external events that are
designed to help
learning occur
• Their purpose is to
stimulate and activate
trainees’ internal
learning processes,
which will then lead to
learning
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An Overview of Gagne nine events of
instruction in simple terms

9-33
Gagné’s Nine Events of Instruction
• Gain attention
• Describe the objectives
• Stimulate recall of prior knowledge
• Present the material to be learned
• Provide guidance for learning

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 Gagné’s Nine Events of Instruction
• Elicit performance practice
• Provide informative feedback
• Assess performance
• Enhance retention and transfer

8-35
 Closing a Training Program
• The closing should include a closing activity
that signals the successful completion of the
program.
• Some kind of event or form of recognition is
common
• The lasting impression should be that the next
step is a change in behaviour and
performance

8-36
 Dealing with
difficult trainees

Issues?
9-37
 Training Delivery Problems

• One of the most common

problems is an uncooperative and
difficult trainee
• Dealing with problem participants
requires patience and avoiding
arguments and put-downs
• It is usually best to deal with them
politely and let the group decide
how to manage them

8-38
Problem Participants

8-39
 Twelve Common Delivery Problems
1. Fear 8. Questions
2. Credibility 9. Feedback
3. Personal experiences 10. Media, materials,
4. Difficult learners facilities
5. Participation 11. Opening, closing
6. Timing techniques
7. Adjusting instruction 12. Dependence on notes

8-40
 Common Delivery Problems—
Three Basic Themes

1. Problems pertaining to the trainer

2. Problems pertaining to how the trainer
relates to the trainees
3. Problems pertaining to presentation
techniques

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 Summary
• Reviewed the steps involved in training delivery
• Discussed lesson plans, followed by characteristics of
effective trainers and how to select trainees
• Described training materials and equipment, training site
and seating, scheduling a program, and training
administration
• Discussed the role of ethics in training and development
• Described how to create a positive climate for learning,
Gagné’s nine events of instruction, and closing a training
program
• Reviewed common training delivery problems and
solutions
8-44
 Key Terms
• Ethics • Train-the-trainer
• Events of instruction • Trainability test
• Learning climate • Trainer expressiveness
• Lesson • Training administration
• Lesson plan • Training materials
• Seductive details • Training plan
• Seductive details effect • Training site
• Stakeholders
• Subject-matter expert
(SME)

Copyright © 2019 by Nelson Education Ltd. 8-45