Train the trainers
-
Upload
k-m-hasan-ripon -
Category
Self Improvement
-
view
10 -
download
0
Transcript of Train the trainers
TRAIN THE TRAINERSProgram
By
K. M. HASAN RIPONDeputy Director, BSDI
INTRODUCTIONS ( 2 Minutes Each)
1.Work in Pairs
2.Find Out your partners
Education
Experience
Hobbies & Interest
Family
What are the expectations of this training
Training
To bring a person to a desired standard of practice through instruction
Learning
To gain Knowledge or Skills through study, experience or by being taught
In Training
A Learning need’s is a gap between
Actual performance and
Desired Performance
in terms of knowledge, skills or attitude
Honey & Mumfordfour learning styles
The ACTIVIST?Experience
The Pragmatist?
Plans
The Reflector?
Thinks
The Theorist?Theorize
Your Learning Styles
THE ACTIVISTPreference is to learn by trial and error, by having a go, accepting challenge and taking risk
THE PRAGMATISTPreference is to learn by debating the practicalities andQuestioning others to arrive at a realistic approach
THE REFLECTORPreference is to learn by listening and watching the effortsOf others and learning by copying their skills and behavior
THE THEORISTPreference is to learn by questioning, analyzing and readingto arrive at their version of the best way
HONEY & MUMFORD4 types of learners
Syndicate Exercise
THE LEARNING CYCLE
Learners are given the opportunity to
consolidate learning
Learners are interested and
motivated
Learners acquire information
Learners assimilate information
Learners develop information
THE LEARNING PROCESSLearners are given the opportunity to
consolidate learning
Learners are interested and
motivated
Learners acquire information
Learners assimilate information
Learners develop information
Ask Questions to consolidate& test, Use quizzes, handouts &
questionnaire
Create interest, reason for learning, define need, define
objectives
Logical Visual Aid Exercise
Asking Questions, group Exercises Discussion
Asking Questions, building on questions practice
COGNITIVE -
How do People LearnThree Learning Domain
Knowledge Development
AFFECTIVE - Attitudinal Development
PSYCHOMOTOR - Physical Skills Development
HOW DO PEOPLE LEARN?
People learn in many different ways.
Identify some ways-
THE FIVE SENSES OF LEARNING
LEARNING BY SENSES
5 Senses by which we learn
Knowledge
Physical Skills
Vision Hearing Feeling Smell/Taste
70% 25% 4% 1%
Vision Hearing Feeling Smell/Taste
23% 10% 64% 3%
I HEAR …. I FORGET
I SEE I ……REMEMBER
I DO ……….. UNDERSTAND
We learn something from what we hear
We learn more from what we see
We learn most from what we do
AIMS & OBJECTIVESDEFINITION
DEFINITION OF AIM:An OVERALL GOALS which can be achieved Through a range of different activities
DEFINITION OF OBJECTIVE:A SPECIFIC STATEMENT of the desired outcomes
INSTRUCTIONAL OBJECTIVE
INSTRUCTIONAL OBJECTIVE
A statement of the desired outcome of a learning event, which Clearly states what the learner will be able to do as a result of the training
LEARNING OBJECTIVE
It is about the learner and what it is specifically that they need to develop in terms of their knowledge, skills and attitude. It is usually set by the person who needs to learn and agreed with the trainer
WHY WE START WITH AN
INSTRUCTIONAL OBJECTIVE
IF YOU DON’T KNOW WHERE YOU ARE GOING,
YOU WON’T GET THERE-BUT IF BY CHANCE
YOU DO, YOU WON’T KNOW YOU ARE THERE
BECAUSE YOU DIDN’T KNOW WHERE YOU
WERE GOING!
WHY WRITE AN
INSTRUCTIONAL OBJECTIVE
------------------------ We need to know precisely what our learners will be able to do as a result of the learning event
------------------------They will help us to stay on track and not get lost
-------------------------We can check how successful the learning event has be
STRUCTURING
LEARNING EVENT
OBJECTIVES:At the end of this session you will be able to
•Explain why we have a structure for a learning event•Name the 3 phase of a structured learning event and explain why each phase is necessary in the structure for effective learning•Explain the 5 components of the first phase
LEARNING EVENT NEED
A solid structure to build learning comprising of :
A beginning to catch attention
A developed story that delivers what was
promised
An ending which ties up loose ends and rounds
off the experience
THREE STAGES OF A
LEARNING EVENT
One to one Training
I = INTRODUCTION
D = EVELOPMENT
C = ONSOLIDATION
INTRODUCTION TO A
LEARNING EVENT
I = NTEREST
N = EED
T = ITLE
R = ANGE
O = BJECTIVE
DEVELOPMENT TO A
LEARNING EVENTMUSTInformation that must be covered in order to achieve our objective
SHOULDInformation that should be covered to future develop the key points and improve the level of understanding
COULDAdditional information that you could give that would enhance the learning or add background information, but not key points
CONSOLIDATION TO A
LEARNING EVENT
Trainer Must Know the
O = UTCOMES
F = EEDBACK
F = UTURE / LINK
SEE U ON THE NEXT DAY ON
THE SAME TIME, SAME ROOM