Using techniques of training with theories of learning
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Transcript of Using techniques of training with theories of learning
Using techniques
of training with
theories of learning
Monday, 07 March 2016
1
Presented by:
Dhiren Dukhu (UEMF15012)
And Sushma Nayak (UEMF15030)
• What techniques of training do we have?
• What learning theories do we have?
• How to link them for effective learning?
• Job Instruction
• Job Rotation
• Apprenticeship
• Coaching and Mentoring
Theory & Practice
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Main learning theories
1. Cognitive Theories Use brain
2. Behaviourist theories Rat race
3. Reinforcement theories Repeat actions
4. Social Learning theories Observe others
5. Self efficacy I-am-possible
6. Mental Process Imagine
7. Experiential learning Do>Feel>Learn
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4Principles of learning
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Basic learningMonday, 07 March 2016
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Design training
• What we have (Actual performance)
• What we want (Expected performance)
• Total need analysis (Performance
discrepancy)
• How can we get what we want? (Ensuring
we train right for the right trainee)
• Evaluate (Performance review)
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Stakeholders
in training
• Participants
• Trainer
• Training Agency
• Organisation
• Training dept
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• On the job
• Off the job
• Trainer-centric
• Trainee-centric
• Formal
• Informal
Training
methods
Job Instruction
• It is a step-by-step, relatively simple
technique used to train employees
on the job. It is especially suitable for
teaching manual skills or procedures; the
trainer is usually an employee's supervisor
but can be a co-worker
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Job Rotation
• In job rotation technique employees are
moved between two or more jobs in a
planned manner. The objective is to expose
the employees to different experiences
and wider variety of skills to enhance job
satisfaction and to cross-train them.
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Apprenticeship
• Apprenticeship is a combination of on-
the-job training and related instruction in
which workers learn the practical and
theoretical aspects of a highly skilled
occupation. Apprenticeship programs can
be sponsored by individual employers,
joint employer and labor groups, and/or
employer associations.
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COACHING
It is a interactive process through which manager and supervisors aim to solve performance problems or develop employee capabilities.
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ELEMENTS OF COACHING
OPEN
CLARIFY
DEVELOPAGREE
CLOSE
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TO BE AN EFFECTIVE COACH
BE A ROLE MODEL
ENCOURAGE GROWTH
ASK RIGHT QUESTIONS
LISTEN AND UNDERSTAND
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TO BE AN EFFECTIVE COACH
TALK FREQUENTLY
GIVE FEEDBACK
KNOW WHEN TO COACH
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MENTORING
A mentor is an individual with expertise who can help develop the career of a mentee. The mentor guides, trains, advises, and promotes the career development of the mentee.
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MENTORING AS A CONCEPT
M- MANAGES THE RELATIONSHIP
E- ENCOURAGES
N- NURTURES
T-TEACHES
O- OFFERS MUTUAL RESPECT
R- RESPONDS TO MENTEE’S NEED
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PRINCIPLES OF MENTORING
SYNERGY
RELATIONSHIP
UNIQUENESS
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MENTORING SKILLS
• LISTENING ACTIVELY
• INSPIRING
• GOOD MOTIVATER
• BUILDING TRUST
• DEVELOP CAPABILITES
• PEOPLE ORIENTATION
• ABLE TO ENCOURAGE
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MENTOR’S ATTITUDE
START
DURING THE
COURSE
CLOSING
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DIFF BETWEEN COACH AND
MENTORMonday, 07 March 2016
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