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Develop a workplace learning environment

Develop a workplace learning environment. Lesson 3 – 20 July 2010. Develop a workplace learning environment . Employee training has become increasingly important as jobs have become more sophisticated & influenced by technological changes

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Develop a workplace learning environment

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  1. Develop a workplace learning environment Lesson 3 – 20 July 2010

  2. 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, that will improve their ability to perform

  3. Develop a workplace learning environment • Organisations get outputs because people perform tasks to a desired standard. • Before employees can perform their tasks properly, they must master the special technology used by the organisation. • Training is the acquisition of the technology which permits employees to perform to a standard. 1/3

  4. Develop a workplace learning environment • TRAINING • Learning related to the present job. • DEVELOPMENT • Emphasises personal growth & improvement. • EDUCATION • (closely related to development) Broader implications & applications - does not concentrate upon learning or acquisition of particular skills.

  5. An organisation’s training needs should consider the following :- • what are the organisation’s goals and objectives • what tasks must be completed to achieve these goals • what behaviours are necessary for each job employee to carry out their jobs • what deficiencies, if any, do employees have in skills, knowledge or attitudes requires to performthe necessary behaviours

  6. Training and Development An effective training programme should be consistent with the following principles:- • learning is enhanced when the learner is motivated • learning requires feedback • reinforcement increases the likelihoodbehaviour is repeated • practice increases learners performance • learning begins rapidly then plateaus • learning must be transferable to the job

  7. Training and Development Formal training methods can be classified as: • on-the-job eg. apprentices, rotation, instruction etc. • off-the-job eg. lectures,conferences, films,simulations etc Training EVALUATION methods : • reactions of participants or managers • test-retest method • pre-post performance method • incremental-control method

  8. TRAINING METHODOLOGIES • Lecture • Modified lecture • Role-play • Buzz Groups • Case Study • Demonstration • Field trips • Programmed Instruction

  9. LEVELS OF EVALUATION • Reaction • Learning • Behaviour • Results

  10. AREAS TO BE EVALUATED • Programme • Presenters • By trainees • By observers • Trainees • Reaction • Learning • Attitude

  11. AREAS EVALUATED (continued) • On-the-Job Results • Behavioural • Productivity • Facilities • Resources • Ancillary

  12. Training and Development • Small group activity – a micro training session: • Select one of the following topics • Performance management • Remuneration management • Customer service • Recruitment & Selection • Selling a product • 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

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