Provide training through instruction Lesson 1 – 30 July 2009.

Provide training through

instruction

Lesson 1 – 30 July 2009

An introductionLearning outcomesIdentify key concepts

in training and development

State five reasons why training is important in the retail industry

Practice training techniques in a class room setting

Develop a workplace learning environment

Employee training has become increasingly important as jobs have become more sophisticated & influenced by technological changes

Training is a learning experience that seeks a relatively permanent change in an individual behavour, that will improve their ability to perform in the workplace

Organisations get outputs because people perform tasks to a desired standard e.g. sales

Before employees can perform their tasks properly, they must master the special technology used by the organisation e.g. POS

Training is the acquisition of the technology which permits employees to perform to a standard e.g. make enough sales to profit the company

1/3

Develop a workplace learning environment

WHAT IS THE DIFFERENCE BETWEEN TRAINING & EDUCATION?TRAINING

Learning related to the present job.

EDUCATION(closely related to development) Broader

implications & applications - does not concentrate upon learning or acquisition of particular skills.

DEVELOPMENTEmphasises personal growth & improvement.

An organisation’s training needs should consider

the following :-what are the organisation’s goals and

objectiveswhat tasks must be completed to achieve

these goals what behaviours are necessary for each job

employee to carry out their jobswhat deficiencies, if any, do employees have in

skills, knowledge or attitudes requires to perform the necessary behaviours

Things to consider

Training and DevelopmentTraining and DevelopmentAn effective training programme should be

consistentwith the following principles:-learning is enhanced when the learner is motivatedlearning requires feedbackreinforcement increases the likelihood behaviour is

repeatedpractice increases learners performancelearning begins rapidly then plateauslearning must be transferable to the job

Training and DevelopmentTraining and Development

Formal training methods can be classified as:

on-the-job e.g. apprentices, rotation, instruction etc.

off-the-job e.g. lectures, conferences, films, simulations etc

Training EVALUATION methods :reactions of participants or managerstest-retest methodpre-post performance method

TRAINING METHODOLOGIESTRAINING METHODOLOGIESLectureModified lectureRole-playSmall GroupsCase StudyDemonstrationField tripsComputer Instruction

LEVELS OF EVALUATIONLEVELS OF EVALUATIONReaction

Learning

Behaviour

Results

AREAS TO BE EVALUATEDAREAS TO BE EVALUATEDProgrammePresenters

By traineesBy observers

TraineesReactionLearningAttitude

AREAS EVALUATED AREAS EVALUATED ((continued)continued)

On-the-Job ResultsBehaviouralProductivity

FacilitiesResourcesAncillary

Small group activitySmall group activity – a micro training session:Select one of the following topics

Promote a product Selling a product Customer service Conflict resolution Workplace communication

Prepare a 5 minute micro training session based on the above topic

Use some of the principles and techniques outlined in the theoretical component of today’s lesson

Training and Training and DevelopmentDevelopment

HintsSelect the topicIntroduction

Provide an overviewExplain the topic -give examples

Body – 5 to 7 key pointsEach point is explained in detailAsk for examples

Conclusion Summarise key points