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Learning Plan Workshop

This workshop will provide an in-depth understanding of adult learning principles and best practices for creating and delivering effective training programs. Participants will learn how to develop a learning plan, identify training resources, and create a training schedule. The workshop will also cover train-the-trainer sessions and end-user training strategies.

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Learning Plan Workshop

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  1. Learning Plan Workshop

  2. Learning Plan Workshop Agenda • Workshop Objectives • Roles and Responsibilities • Types of Training • Training Objectives • Train the Trainer (Netsmart Led) • End User Training (Client Trainer Led) • Adult Learning Principles • Training Requirements • Audience • Method/Suggested Outline

  3. Learning Plan Workshop Agenda - Continued • Training Timeline • Schedule • Resource Requirements • Sample Training Scripts • Avatar PM Training Examples • Avatar CWS Training Examples • Evaluations • Post Implementation Training Strategy

  4. Workshop Objectives

  5. Workshop Objectives • Understand the Learning Plan and begin its creation. • Understand Adult Learning Principles and best practices for training. • Understand the roles and responsibilities for training. • Begin to review the training scripts and how they can be used to create solution training. • Begin to formulate a plan for end user training, including identifying resources, method of training and schedule. • Understand the training timeline. • Identify personnel for training, including solution training demo to the project team during the Go-Live Preparation event.

  6. Roles & Responsibilities

  7. Client Roles & Responsibilities • Learning Coordinator • Complete the Learning Plan, including the Learning/Training Timeline. • Identify and Coordinate Training Resources. • Assign and Coordinate Training Development, including Training Scripts. • Schedule Training Resources. • Secure Facilities, Location and Equipment for all Training. • Track and Communicate Progress Against the Learning Plan. • Trainers • Train end users. • Create (or co-create) training. • Provide Feedback for training refinement. • Qualities – Patient, Knowledgeable, Respected

  8. Netsmart Role & Responsibilities • Netsmart Associates • Lead the Learning Workshop. • Deliver Train the Trainer training. • Provide and review the Training Script Templates. • Collaborate with the Learning Coordinator to develop a feasible timeline and Learning Plan. • Offer feedback to the trainers providing the solution training demo during the Go-Live Preparation event. • Assist in order to successfully execute the learning plan objectives.

  9. Types of Training

  10. Training Objectives • Train the Trainer • Ensure all trainers are adequately prepared to deliver solutions training. • Demo to Project Team during Go-Live Preparation to confirm readiness for end user training. • Solutions Training • All users have the necessary knowledge and skills to be effective, efficient and proficient users of the solutions used in daily work activities.

  11. Train the Trainer • What: • Training delivered to client to review solution training and training objectives • When: • Final Review & Validation • Who: • Netsmart:Provides training • Client: Learning Coordinator and client trainers who will be providing solutions training (end user training)

  12. Solutions Training (End User Training) • What: • Training delivered to staff members in preparation for Go-Live • When: • Between the completion of Go-Live Preparation and prior to Go-Live • Who: • Netsmart:Support Role • Client:Client trainers to demo training during Go-Live Preparation and deliver solutions training to end users

  13. Adult Learning Principles

  14. Adult Learning Principles • Malcolm Knowles – Theory of Adult Learning (Andragogy) • Emphasizes that adults are self-directed and expect to take responsibility for decisions. • Adults need to know why they need to learn something. • Adults need to learn experientially. • Adults approach learning as problem-solving. • Adults learn best when the topic is of immediate value.

  15. Adult Learning Principles • Software Training Example by Knowles • Need to explain why specific things are being taught (e.g., certain commands, functions, operations, etc.) • Instruction should be task-oriented instead of memorization - learning activities should be in the context of common tasks to be performed. • Instruction should take into account the wide range of different backgrounds of learners; learning materials and activities should allow for different levels/types of previous experience with computers. • Since adults are self-directed, instruction should allow learners to discover things for themselves, providing guidance and help when mistakes are made. References • Knowles, M. (1975). Self-Directed Learning. Chicago: Follet. • Knowles, M. (1984). The Adult Learner: A Neglected Species (3rd Ed.). Houston: Gulf Publishing. • Knowles, M. (1984). Andragogy in Action. San Francisco: Jossey-Bass.

  16. Adult Learning Principles I hear and I forget. I see and I remember. I do and I understand. ~Confucius c.450 BC

  17. Adult Learning Principles • Types of Learning Styles • Auditory • Learn through listening (lectures, discussions) • Written information has little meaning • Visual • Learning through seeing (demonstrations, diagrams, handouts) • Instructor’s body language/facial expressions help in learning process • Tactile or Kinesthetic • Learn by doing, touching (hands-on activities) • Want to explore • Combination • Good instruction should combine auditory, visual and tactile • Retention increases when learning involves more senses and activities Reference • FEMA/CERT (Community Emergency Response Team) Basic Train-the-Trainer Training

  18. Training Requirements

  19. Training Audience • Training Category Breakdown • Ensures all staff is adequately trained for their role in the organization. • Ensures correct personnel are chosen to train those end users. • Table provided in Learning Plan to list the Training Category, End User Roles in that category and any Comments.

  20. Training Method/Suggested Outline • Traditional Face-to-Face Training in Classroom Setting • Minimizes distractions • Allows for more users to be training at one time • Users can learn from each other’s questions • Suggested Outline • Introduction • Learning Objectives • Solutions Training demo • Hands-on Exercises • Assessment for Learning Confirmation • Exceptions/Misc. Items in Solution Workflow • Hands-on Exercises if applicable • Question/Answer Session • Summary • Training Evaluation

  21. Training Timeline

  22. Santa Cruz County Proposed Project Timeline May 1 2016 Nov 20 2014 Dec 18 2014 March 11 2015 July 20 2015 Sept 28 2015 Oct 26 2015 Nov 23 2015 Jan 1 2015 Project Management Office Oversight Data Collection Design Build End-User Training Unit Test System Test Int. Testing Identify Improvement and Optimization Opportunities Test Script Dev 10 Wks Train 6 Wks Syst Test 6 Wks DC1 4 Wks Train Mat. Dev 10 Wks INT 2 Wk Client Legend DC2 8 Wks 4 wks 12 wks 12 wks 12 wks 4 wks 4 wks 6 wks 16 wks Client Site DC3 16 Wks Netsmart Rev 1 Wk Quality Control Bld/Test1 4 Wks Client Owned Bld/Test2 4 Wks Netsmart Netsmart Owned Bld/Test3 4 Wk Update Policies & Procedures

  23. Training Timeline Considerations • A detailed timeline needs to be developed to ensure all steps in the Learning Plan are met. Items include: • Train the Trainer • Training Script Development • Demo to Project Team • Finalization of Training Materials • Training schedule timeline • Other Resource Items to Consider • Number of People to Train, including Multiple Shifts (If Applicable) • Number of Training Scripts Needed • Facilities and/or Equipment Constraints • Trainer Availability • Staff Availability

  24. Training Timeline Considerations • Utilize the Training Activity Table in the Learning Plan map out deliverables and completion dates

  25. Sample Training Scripts

  26. Sample Training Scripts • Library of Sample Training Scripts Available • Use to piece together workflow for your site • Steps are in place but may need modified based on specific workflow needs • Placeholders in place for screenshots • Can be used for training as well as job aids or other training materials deemed necessary

  27. Other Training Considerations • Evaluations • Critical to Ensure Training is Effective • Types of Evaluations: • Assessments during training • Surveys after training • Observations post go-live • Post Implementation Training Strategy • Need strategy for future hires • New Workflow Implementations, Software Changes • Analysis of evaluations may find potential need for supplemental training or job aids

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