1© 2010 by Nelson Education Ltd. Chapter Nine Training Delivery

1© 2010 by Nelson Education Ltd.

Chapter Nine

Training Delivery


Learning Outcomes

Describe a lesson plan and the information to include in one

Describe the characteristics of an effective trainer Describe how to decide who should attend a

training program Describe what makes an effective training site Describe the elements of a positive learning

climate Discuss Gagné’s nine events of instruction Discuss problems and solutions of training delivery


The Lesson Plan

A lesson plan is a blueprint that outlines the training program in terms of sequence of activities and events that will take place

Lesson: a cohesive unit of instruction with a specific learning objective


The Lesson Plan

Lesson plan cover page should include:

Training objectives Trainees and instructor Time allocation and location Classroom requirements and seating Training materials and equipment Trainee supplies and handouts


The Lesson Plan

The sequencing of the various activities in the lesson is an important consideration

Common approaches include:• General to specific• Easy to difficult• Concrete to abstract • Old to new• Simple to complex• Familiar to unknown• Present to future


The Lesson Plan

Beginning with simple and familiar eases learners into new content and experiences • It builds trainee self-efficacy • Allows trainees to see how their current level of

knowledge and experience is relevant for the training

• Ultimately it reduces learner anxiety and makes for a more comfortable learning experience

Lesson plan should focus on what trainees will be doing during the session


The Lesson Plan

Lesson plans are critical in design phase: Allows for approval and smooth operation of

training program Enables expenditures to be budgeted and

monitored Ensures training is directed toward real problems Enhances credibility Sets the tone for professional approach to training


The Trainer

Selecting a trainer is an important factor in the success of the training program

Internal (HR, training staff, Manager, or SME) External (Consultant, Volunteer)

Qualities of a good trainer: Knowledgeable or Subject matter expert (SME) Delivery (i.e., verbal/communication, interpersonal,

organizing skills) Ability to make material interesting

• Enthusiastic, expressive & engaging


The Trainer

Developing a Trainer: Internal staff who are SME’s may need

development to be an effective trainer A Train-the-trainer program teaches SME’s how to

design and deliver training programs Important and valuable investment in the SME as it

will enhance experience as a trainer, increase effectiveness and ultimately improve training


The Trainees

Select trainees based on…

• Abilities• Aptitudes• Motivation

…As assessed by:• Person analysis• Tests• Interviews• Trainability test**

**Test that measures an individual’s ability

to learn and perform training tasks


The Trainees

Trainability tests involve:

1. Taking a mini-course or learning a sample of the training

2. Taking a test that measures learning Predictive of training success and job

performance in many jobs Used mostly for psychomotor skills


The Trainees

Kirkpatrick outlined four decisions for selecting participants:

1. Who can benefit from 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, or should levels be combined?


The Trainees

All of this information can be incorporated into a training plan that indicates who needs training, the type of training that is needed, and how training will be delivered


Training Materials & Equipment

Materials: Expendable items• i.e., note pads, pens, flipchart, handouts

Equipment: Non-expendable items• i.e., computer, DVD player, overhead,

The content, methods and exercises in a training program determine the material and equipment requirements


The Training Site

The training site can be: Company training facility or training room Rented premises (conference or meeting room) Outdoor site for experiential learning

The site should be: Conducive to learning (comfortable setting) Free of distractions (noise, interruptions) Set up appropriately (seating arrangement to enhance learning)


The Training Site

Low ParticipantInvolvement

Moderate ParticipantInvolvement

High ParticipantInvolvement

Trainer Trainer

Trainer


Scheduling theTraining Program

Scheduling must take into consideration:

Best time for employees to attend Availability of trainer Availability of training site

and materials Single or multiple sessions

massed vs. distributive


Training Administration

Success of the training program also depends on training administration, which is the coordination of all the people and materials involved in the training program


Creating a Climatefor Learning

A training climate conducive to learning makes participants feel relaxed, comfortable and safe

Pre-arrival factors Contacting trainee before training Greetings, information or pre-work

Reinforces conditions of practice before training Greeting of participants

Welcoming message Create relaxed environment


Creating a Climatefor Learning

Learning facility/environment Factors discussed in choosing training site Ensure room/site is appropriate and ready

Trainer’s style and behaviour Provide brief personal introduction Interact with trainees Approachable, empathetic, engaging style


Gagné’s Events of Instruction

1. Gain attention

2. Describe the objectives

3. Stimulate recall of prior knowledge

4. Present the material to be learned

5. Provide guidance for learning

6. Elicit performance feedback

7. Provide information feedback

8. Assess performance

9. Enhance retention and transfer

…to which we can add one more:

10.Close the program

Gagné proposed nine events of instruction…


Training Delivery Problems: Problem Participants

The hesitant one The monopolizer The voice of experience The arguer The non-listener The idea zapper The complainer

The rigid one The hostile one The angry one The negative one The clown The show off The tangent taker

See table 9.4 in text

Problem participants


Training Delivery Problems

Novice and experienced trainers can experience training delivery problems.

Three basic themes of delivery problems:

1. Pertaining to trainer

2. How trainer relates to trainees

3. Presentation techniques

Study of novice trainers identified 12 most common. Study of experienced trainers identified solutions.



Twelve common training delivery problems expressed by novice trainers:

1. Fear (Lack of confidence)

2. Perception of lack of credibility

3. Lack of personal experiences

4. Handling difficult learners

5. Encouraging participation

6. Timing (Too much or too little material)



Twelve common training delivery problems (cont’d):

7. Adjusting instruction

8. Responding to questions

9. Feedback (Acquiring and Responding)

10. Using media, materials, facilities

11. Opening and closing techniques

12. Dependence on notesSee Trainer’s Notebook 9.3 for Solutions


Summary

Steps involved in delivering a training program were discussed

Importance of Lesson Plan and elements of it were presented

Characteristics of effective trainers and determining who should attend training were discussed

Logistical issues of site selection, training administration, and scheduling training reviewed

Described how to create training climate, identified Events of Instruction, and common training problems and their solutions.

Documents

1© 2010 by Nelson Education Ltd. Chapter Nine Training Delivery